1.
#CNOSUMMIT @HelenBevan
Module 1
Being a health and care radical:
Change starts with me
The power of one,
the power of many:
Being a leader in a changing world

2.
#CNOSUMMIT @HelenBevan#CNOSUMMIT @HelenBevan
Key questions as we leave the summit
• What does “leading change” mean
in an era of disruptive change?
• What actions can we take to add
value as leaders in a changing
world?

3.
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Themes from #CNOSUMMIT
Workforce challenges & workforce innovation
Nurses & midwives leading change
“What matters to me”
Doing the right thing
New ways to lead in nursing and midwifery
Joy in work
Reducing variation
Inclusion & diversity
Coproduction & co-creation
Digital transformation
Joy at Work
Connection & community

4.
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The power of one, the power of many
Jeremy Heimens, Henry Timms
This is New Power

5.
#CNOSUMMIT @HelenBevan

6.
#CNOSUMMIT @HelenBevan
New Public
Passion:
a growing
global
movement

7.
#CNOSUMMIT @HelenBevan#CNOSUMMIT @HelenBevan
The next phase of change will be more like a
social movement
• Define the change you want to see
• Create a spectrum of allies
• Identify the pillars of power
• Seek to attract not overpower
• Build a plan to survive victory
Source: Satell G (2017) How to
create transformational
change, according to the
world’s most successful social
movements

8.
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MY CALL TO ACTION
#CNOSUMMITPlease tweet a photo and include the words of your call to action in your tweet

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10.
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The team today
Kate Pound
@KateSlater2
Leigh Kendall
@LeighAKendall

11.
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The power of one, the power of many:
WHO makes change happen?

12.
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Source: adapted by Helen Bevan
from Leandro Herrera
List A
• The Transformation
Programme Board
• The programme sponsor
• The Programme Management
Office
• The leads of the [insert
number] transformation work
streams
• The Clinical Director
• The Team Leader /Unit
Manager
• The Change Facilitator
The power of one, the power of many:
WHO makes change happen?

13.
#CNOSUMMIT @HelenBevan#CNOSUMMIT @HelenBevan
List A
• The Transformation
Programme Board
• The programme sponsor
• The Programme Management
Office
• The leads of the [insert
number] transformation work
streams
• The Clinical Director
• The Team Leader /Unit
Manager
• The Change Facilitator
List B
• The mavericks and rebels
• The deviants (positive). Who do
things differently and succeed
• The contrarians, because they can
• The nonconformists who see
things through glasses no one else
has
• The hyper-connected. Good or
bad, they 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
The power of one, the power of many:
WHO makes change happen?

14.
#CNOSUMMIT @HelenBevan#CNOSUMMIT @HelenBevan
List A
• The Transformation
Programme Board
• The programme sponsor
• The Programme Management
Office
• The leads of the [insert
number] transformation work
streams
• The Clinical Director
• The Team Leader /Unit
Manager
• The Change Facilitator
List B
• The mavericks and rebels
• The deviants (positive). Who do
things differently and succeed
• The contrarians, because they can
• The nonconformists who see
things through glasses no one else
has
• The hyper-connected. Good or
bad, they 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
The power of one, the power of many:
WHO makes change happen?

15.
#CNOSUMMIT @HelenBevan#CNOSUMMIT @HelenBevan
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

16.
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Two kinds of people at work
• Feel connected to a higher
purpose
• Controlled & coordinated
through shared goals &
values
• Collaborate
• Embrace change
• Work to who they are
The contributors The compliant
• Feel disconnected from
purpose
• Controlled & coordinated
through performance
management & standardised
procedures
• Hold back
• Resist change
• Work to a role specification
Adapted from The Emotional Economy http://emotionaleconomy.com.au/papers-articles/why-the-winners-in-
business-are-taking-the-time-to-build-a-positive-kind-social-culture/

17.
#CNOSUMMIT @HelenBevan#CNOSUMMIT @HelenBevan
Two kinds of people at work
• Feel connected to a higher
purpose
• Controlled & coordinated
through shared goals &
values
• Collaborate
• Embrace change
• Work to who they are
The contributors The compliant
• Feel disconnected from
purpose
• Controlled & coordinated
through performance
management & standardised
procedures
• Hold back
• Resist change
• Work to a role specification
Gallup global research:
• Only 13% of the workforce are
engaged (contributors)
• Contributors create six times the
value to an organisation
compared to the compliant
http://www.gallup.com/poll/165269/worldwide-
employees-engaged-work.aspx

18.
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How organisations develop activists
LONE WOLVES
MOBILISERS
ORGANISERS
Source: Hahrie Han How Organisations Develop Activists:
Civic Associations and Leadership in the 21st Century
The power of one, the power of many

19.
#CNOSUMMIT @HelenBevan#CNOSUMMIT @HelenBevan
Which kind of activists are most successful
at delivering change?
Lone wolves
Build power by expertise and information — through
advocacy, oversight, contributing to committees,
public comments and other forms of consultation
Source: Hahrie Han How Organizations Develop Activists: Civic Associations and Leadership in the 21st Century

20.
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Patient leaders as “lone wolves”
“What I am ranting about is the way in which patients are
being streamed into advisory sub committees, the way we are
being used as tokens and to help tick off the right box…..
Where is the attitude that patients are part of the team in
healthcare, that we are partners? Why are we always asked
to participate inside a pre-determined frame? When will we
see co-design of new policies, and ultimately co-production?”
Annette McKinnon

21.
#CNOSUMMIT @HelenBevan#CNOSUMMIT @HelenBevan
Which kind of activists are most successful
at delivering change?
Lone wolves
Build power by expertise and information — through
advocacy, oversight, contributing to committees, public
comments and other forms of consultation
Mobilisers
Build power by mobilising people – being able to
call on large numbers of people to contribute,
engage in change and take action
Source: Hahrie Han How Organizations Develop Activists: Civic Associations and Leadership in the 21st Century

22.
#CNOSUMMIT @HelenBevan#CNOSUMMIT @HelenBevan
Which kind of activists are most successful
at delivering change?
Lone wolves
Build power by expertise and information — through
advocacy, oversight, contributing to committees, public
comments and other forms of consultation
Mobilisers
Build power by mobilising people – being able to call
on large numbers of people to contribute, engage in
change and take action
Organisers
Build power by growing leaders – identifying, recruiting
and training future leaders in a distributed network:
building a community and protecting its strength
Source: Hahrie Han How Organizations Develop Activists: Civic Associations and Leadership in the 21st Century

23.
#CNOSUMMIT @HelenBevan#CNOSUMMIT @HelenBevan
Which kind of activists are most successful at
delivering change?
Lone wolves
Build power by expertise and information — through
advocacy, oversight, contributing to committees, public
comments and other forms of consultation
Mobilisers
Build power by mobilising people – being able to call
on large numbers of people to contribute, engage in
change and take action
Organisers
Build power by growing leaders – identifying, recruiting and
training future leaders in a distributed network: building a
community and protecting its strength
Source: Hahrie Han How Organizations Develop Activists: Civic Associations and Leadership in the 21st Century

24.
#CNOSUMMIT @HelenBevan#CNOSUMMIT @HelenBevan
Which kind of activists are most successful at
delivering change?
Lone wolves
Build power by expertise and information — through
advocacy, oversight, contributing to committees, public
comments and other forms of consultation
Mobilisers
Build power by mobilising people – being able to call
on large numbers of people to contribute, engage in
change and take action
Organisers
Build power by growing leaders – identifying, recruiting
and training future leaders in a distributed network:
building a community and protecting its strength
Source: Hahrie Han How Organizations Develop Activists: Civic Associations and Leadership in the 21st Century

25.
#CNOSUMMIT @HelenBevan#CNOSUMMIT @HelenBevan
The power of one, the power of many:
Focus on the “We”
“Great social movements get their
energy by growing a distributed
leadership”
Joe Simpson

26.
#CNOSUMMIT @HelenBevan
Health communication and
coaches
Building leaders
Source:
Jönköping

27.
#CNOSUMMIT @HelenBevan Copyright: <a href='http://www.123rf.com/profile_iqoncept'>iqoncept / 123RF Stock Photo</a>
Beyond top down and
bottom up change…….
Beyond the service lens
through which formal
leaders typically conceive
the problems we’re trying
to solve….
Bringing positive
disruption into the system
for faster change & bigger
outcomes
The summit suggests we need
Disruptive Co-creation
Adapted from SOLACE

28.
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Project Aristotle: http://qz.com/625870/after-years-of-intensive-
analysis-google-discovers-the-key-to-good-teamwork-is-being-nice/
After years of intensive analysis, Google
discovers that the key to high performing,
teams that deliver change is
being nice

29.
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The power of one, the power of many
....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