Slides from Helen Bevan's talk to the Royal College of Physicians of Edinburgh meeting "Public Health in a Changing World", 31st May 2017

1. @HelenBevan #rcpePH17
Public Health in a Changing World
Helen Bevan
@HelenBevan #rcpePH17

2. We can see the seeds of radically different
futures in the present, just at the margins
FORECASTING
Focus on expected future
Future is an extension of
the present
Surprises come from
changes in the value of
known variables
Focus on range of futures
The present contains the
seeds of radically different
futures
Surprises come from
changes that disrupt the
system
FORESIGHT
Source: CoLab Alberta

3. @HelenBevan #rcpePH17
A changing world
We are witnessing the collapse of expertise
and rise of collaborative sensemaking
David Holzmer
Source of image: ACCA

4. @HelenBevan #rcpePH17
Change is changing

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How we communicate and connect

6. @HelenBevan #rcpePH17
The 3% phenomena for change
Just 3% of people
in the organisation
typically drive
conversations with
90% of the other
people
Source: research by IC Kollectif

7. @HelenBevan #rcpePH17
Change is changing

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We still organise the health and care system
like the Tabulating Machine Co. of 1917
Source of image: @corp_rebels

9. @HelenBevan #rcpePH17
Source: Innovisor

10. @HelenBevan #rcpePH17
Source: Innovisor

11. @HelenBevan #rcpePH17
Change is changing

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Change is changing
Change is moving to
the edge

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“Many times experts fail
because they are experts in
the past version of the world”
Vikram Khosia
@wellcometrust
#expertdebate

15. @HelenBevan #rcpePH17
An example from the
Cabinet Office
http://www.slideshare.net/Openpolicymaking/060715-change-
cardscollated?next_slideshow=1

16. @HelenBevan #rcpePH17
Why go to the edge?
“ Leading from the edge brings us
into contact with a far wider range
of relationships, and in turn, this
increases our potential for diversity
in terms of thought, experience and
background. Diversity leads to more
disruptive thinking, faster change
and better outcomes
Aylet Baron

17. @HelenBevan #rcpePH17
Jeremy Heimens, Henry Timms
This is New Power
old power new power
Currency
Held by a few
Pushed down
Commanded
Closed
Transaction
Current
Made by many
Pulled in
Shared
Open
Relationship

18. @HelenBevan #rcpePH17
The Network Secrets of Great Change
Agents
Julie Battilana &Tiziana Casciaro
As a change agent, my centrality in the
informal network is more important
than my position in the formal
hierarchy

19. @HelenBevan #rcpePH17
WHO will make the change happen?
List A
• The Delivery Board
• The programme sponsors
• The Programme
Management Office
• The Delivery Board work
streams
• The Clinical Leads
• The Directors of
participating organisations
• The Change Facilitators
Source: adapted by Helen Bevan
from Leandro Herrera

20. @HelenBevan #rcpePH17
WHO will make the change happen?
List A
• The Delivery Board
• The programme sponsors
• The Programme
Management Office
• The Delivery Board work
streams
• The Clinical Leads
• The Directors of
participating organisations
• The Change Facilitators
List B
• The mavericks and rebels
• The deviants (positive). Who do
things differently and succeed
• The nonconformists who see
things through glasses no one else
has
• The hyper-connected who spread
behaviours, role model at a scale,
set mountains on fire and multiply
anything they get their hands on
• The hyper-trusted. Multiple
reasons, doesn’t matter which
onesSource: adapted by Helen Bevan
from Leandro Herrera

21. @HelenBevan #rcpePH17
WHO will make the change happen?
List A
• The Delivery Board
• The programme sponsors
• The Programme
Management Office
• The Delivery Board work
streams
• The Clinical Leads
• The Directors of
participating organisations
• The Change Facilitators
List B
• The mavericks and rebels
• The deviants (positive). Who do
things differently and succeed
• The nonconformists who see
things through glasses no one else
has
• The hyper-connected who spread
behaviours, role model at a scale,
set mountains on fire and multiply
anything they get their hands on
• The hyper-trusted. Multiple
reasons, doesn’t matter which
ones
Source: adapted by Helen Bevan
from Leandro Herrera

22. @HelenBevan #rcpePH17
What’s the evidence?
The failure of large scale
transformational change projects is
rarely due to the content or
structure of the plans that are put
into action
To make transformational change
happen we need to connect networks
of people who ‘want’ to contribute
http://iedp.com/articles/vertical-leadership/?utm_source=Sign-Up.to&utm_medium=email&utm_campaign=13787-
257163-Campaign+-+01%2F09%2F2016
Source: David Dinwoodie (2015)
It’s much more about the role
of informal networks in the
organisations and systems
affected by change

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Mark Jaben on the science behind resistance
What NOT to do
But what we do do
Engage
people here

24. @HelenBevan #rcpePH17
Mark Jaben on the science behind resistance
What NOT to do
Instead of buyers (who “buy-in”),
we need investors
What TO do
Engage
people here
Engage
people here

25. @HelenBevan #rcpePH17
The era of the PLATFORM
Platforms today power learning and innovation
at the speed of change by providing
collaborative and sometimes exponentially
productive spaces for people to create value
John Hagel
Source of image: Pinipa

26. @HelenBevan #rcpePH17
• systematic “change
management”
• too often, leaders
prescribe outcome
and method of change
in a top-down way
• change is experienced
by people at the front
line as “have to”
(imposed) rather than
“want to” (embraced)
Change
Programmes
• everyone (including
service users and families)
can help tackle the most
challenging issues
• value diversity of thought
• connect people, ideas and
learning
• Role of formal leaders is to
create the conditions and
get out of the way
Change
Platforms
“Tear down the walls”

27. @HelenBevan #rcpePH17
The Change Challenge
Tapping the collective brilliance
of the NHS

28. 14,000 contributions identified
10 barriers to change:
Confusing strategies
Over controlling
leadership
Perverse incentivesStifling innovation
Poor workforce
planning
One way
communication
Inhibiting
environment
Undervaluing staff
Poor project
management
Playing it safe

29. @HelenBevan #rcpePH17
Front line teams get inundated with high priority
messages from leaders each day, making it
difficult for them to know what to focus on
Increasing number of messages
as information cascade through
the organisation
Source: adapted from
http://businessjournal.gallup.com/content/162707/change-initiatives-fail-
don.aspx

30. 14,000 contributions identified
11 building blocks for change:
Inspiring & supportive
leadership
Collaborative working
Thought diversityAutonomy & trust
Smart use of resources
Flexibility &
adaptability
Long term thinking
Nurturing our people
Fostering an open
culture
A call to action
Source: Health Service Journal, Nursing Times, NHS Improving
Quality, “Change Challenge” March 2015
Challenging the
status quo

31. @HelenBevan #rcpePH17
After years of intensive analysis,
Google discovered that the key to high
performing teams that deliver change is
psychological safety
Project Aristotle:
https://www.youtube.com/watch?v=UfGiCnhdU78&feature=youtu.be&list=PLHEw3ja-
xoaZybvz9f0b1_6bJyG7zZO6L

32. @HelenBevan #rcpePH17
New Public
Passion:
a growing global
movement

33. @HelenBevan #rcpePH17
....the last era of management was about how
much performance we could extract from
people
.....the next is all about how much humanity we
can inspire
Dov Seidman
A changing world