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School for Change Agents Module 2: The power to make a difference

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School for Change Agents Module 2: The power to make a difference

  1. 1. #S4CA @Sch4Change theedge.nhsiq.nhs.uk/school/ @Sch4Change #S4CA team Brought to you by the http://theedge.nhsiq.nhs.uk/school/ Module two: The POWER to Make a DIFFERENCE
  2. 2. #S4CA @Sch4Change Presenter Helen Bevan @helenbevan Tech Support Paul Woodley @PaulWoodley4 Technical troubleshooter Olly Benson @OllyBenson Chat Monitor Kate Pound @kateslater2 Twitter Monitor Leigh Kendall @leighakendall Twitter Monitor Lynnette Leman @LynnetteNHS Chat Monitor Ian Baines @ihbaines Participant Support Val Dez-La-Lour @dezlalour Presenter support Kathryn Perera @kathrynperera Technical support Steve Anglin
  3. 3. #S4CA @Sch4Change If you’re replying to someone in the chat box, please use @theirname
  4. 4. #S4CA @Sch4Change#S4CA @Sch4Change Thursday 22 February
  5. 5. #S4CA @Sch4Change#S4CA @Sch4Change 5 1 none or very limited 2 limited 3 some 4 quite a lot 5 a lot How much experience, skills and/or confidence do you have in leading change?
  6. 6. #S4CA @Sch4Change#S4CA @Sch4Change 6 1 none or very limited 2 limited 3 some 4 quite a lot 5 a lot How much POWER do you have to make change happen?
  7. 7. #S4CA @Sch4Change#S4CA @Sch4Change Change agent perspectives in module 1 Source of image: thenounproject.com • Quick recap from module one • Types of people at work • Structure vs. agency • How to build agency • Theory X and Theory Y for change • The ACE design principles for spreading change
  8. 8. #S4CA @Sch4Change The School for Change Agents is about building power Power is one’s ability to achieve goals. Bertrand Russell
  9. 9. #S4CA @Sch4Change Change AGENCY definition: The power, individually and collectively, to make a positive difference. It is about pushing the boundaries of what is possible, mobilising others and making change happen more quickly Change AGENT definition: Someone who is actively developing the skills, confidence, power, relationships and courage to make a positive difference
  10. 10. #S4CA @Sch4Change#S4CA @Sch4Change Jeremy Heimens, Henry Timms New Power: How it’s changing the 21st Century and why you need to know (2018) new power Current Made by many Pulled in Shared Open Relationship old power Currency Held by a few Pushed down Commanded Closed Transaction
  11. 11. #S4CA @Sch4Change#S4CA @Sch4Change Two kinds of people at work • Feel connected to a higher purpose • Direction set through shared goals & values (“magnetic north”) • Collaborate • Embrace change • Work to who they are The Contributor • Feel disconnected from purpose • Controlled & coordinated through performance management and 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/ The Compliant
  12. 12. #S4CA @Sch4Change Two kinds of people at work The Compliant • Feel disconnected from purpose • Controlled & coordinated through performance management and 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/
  13. 13. #S4CA @Sch4Change#S4CA @Sch4Change Two kinds of people at work • Feel connected to a higher purpose • Direction set through shared goals & values (“magnetic north”) • Collaborate • Embrace change • Work to who they are The Contributor • 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/ 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 The Compliant
  14. 14. #S4CA @Sch4Change#S4CA @Sch4Change A big debate in social science Structure versus Agency
  15. 15. #S4CA @Sch4Change#S4CA @Sch4Change The predominant approach in recent years has been STRUCTURE but globally there is a big shift towards AGENCY The design dilemma at the heart of change Restructuring Performance goals Compliance Regulation Competition Programme Management Incentive systems Activation Ability to make choices Capability Leaders everywhere Social action Solidarity Social movements
  16. 16. #S4CA @Sch4Change#S4CA @Sch4Change Source: @NHSChangeDay 16
  17. 17. #S4CA @Sch4Change#S4CA @Sch4Change Source: @NHSChangeDay 17
  18. 18. #S4CA @Sch4Change#S4CA @Sch4Change Source: @NHSChangeDay Problematic: changing a “permission culture” can take years The good news: we can usually build agency much more quickly 18
  19. 19. #S4CA @Sch4Change#S4CA @Sch4Change
  20. 20. #S4CA @Sch4Change#S4CA @Sch4Change • Teresa Amabile, Harvard Business School: studied the "inner work life" diaries of 238 professionals • Best days were when they were able to move forward in their work Source: The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work Emphasise progress  700 managers were asked to rank five employee motivators, including recognition and incentives. They ranked progress last
  21. 21. #S4CA @Sch4Change#S4CA @Sch4Change Individual AND collective agency Individual agency: People get more power and control in their own lives: activation, shared decision-making and self- care Collective agency: People act together, united by a common cause, harnessing the power and influence of the group and building mutual trust
  22. 22. #S4CA @Sch4Change#S4CA @Sch4Change Building agency for large scale change We do not become transformed alone, we become transformed when we’re in relationship with others Hahrie Han Source of image: Idahoc Community Action
  23. 23. #S4CA @Sch4Change#S4CA @Sch4Change http://biggerboat.org/exploring-moodocs/ MOODOCs (Massive, Online, Open, Disease Oriented Communities) 23
  24. 24. #S4CA @Sch4Change#S4CA @Sch4Change Big drive to bring social movement thinking and practice into delivery 24
  25. 25. #S4CA @Sch4Change As a change agent, are you operating in a Theory X or Theory Y environment? Douglas McGregor (1960) Source of images: pocketbook.co.uk
  26. 26. #S4CA @Sch4Change People: • will avoid work if they can • resist change • are constantly in need of a good prod • prefer to be directed As a result, leaders must closely control and use carrots and sticks to motivate people to achieve their objectives Theory X Theory Y People: • want to do great work • seek responsibility • are vital change agents • are capable of solving problems and directing their own work As a result, leaders should concentrate on fulfilling the potential of every worker and giving them opportunities to participate
  27. 27. #S4CA @Sch4Change Extrinsic versus intrinsic motivation Rewards Mandated quality standards Incentive systems Pressure to perform Compliance Recognition Awards Source: adapted from commons.grd.msu.ed Competition
  28. 28. #S4CA @Sch4Change#S4CA @Sch4Change “Resources” for change Economic resources (structure) diminish with use • money • materials • technology Social resources (agency) grow with use • relationships • commitment • community Based on principles from Albert Hirschman and Marshall Ganz 28
  29. 29. #S4CA @Sch4Change#S4CA @Sch4Change A challenge Strategic leaders don’t see the resources that we see in the system as solutions to the biggest problems Don Berwick 29
  30. 30. #S4CA @Sch4Change#S4CA @Sch4Change Our view of human nature has a massive impact on the strategies we choose for change Read more at Carsten Tamms Everybody is a change agent Leaders who are sceptical of employee motivations are most likely stick to traditional, top-down ways to change Leaders with more faith in people’s agency and potential will look for new routes In every setting, there is a massive wealth of human agency. The questions is: Is this wealth put to good use, or is the organisation or system sitting on it?
  31. 31. #S4CA @Sch4Change “When we talk of social change, we talk of movements, a word that suggest vast groups of people walking together, leaving behind one way and travelling towards another” Rebecca Solnit
  32. 32. #S4CA @Sch4Change New Public Passion: a growing global movement
  33. 33. #S4CA @Sch4Change#S4CA @Sch4Change Source: Jason Leitch and Derek Feeley
  34. 34. #S4CA @Sch4Change The “pilot and roll-out” model is increasingly being questioned as a method for spreading change Pilot project Rolling out “If we opened our eyes we would see the wonderful irony. Trying to manage human change through pilot and roll-out has actually grown something. A proliferation of project managers”. John Atkinson
  35. 35. #S4CA @Sch4Change 3 design principles for change agents spreading change in a new power world ACTIONABLE: The idea is designed to make you do something. It might start wit sharing but it’s a call to action CONNECTED: The idea promotes a closer connection with people you care about or share values with. It makes you feel part of a community and the network effect creates further spread EXTENSIBLE: The idea can be easily customised, remixed, reshaped by people taking part. It’s structured with a common stem that encourages communities to alter and extend it Jeremy Heimens, Henry Timms New Power: How it’s changing the 21st Century and why you need to know (2018)
  36. 36. #S4CA @Sch4Change To pimp = to excessively customise (especially a vehicle)
  37. 37. #S4CA @Sch4Change
  38. 38. #S4CA @Sch4Change Pimp my zimmer • Started by Angela Donlevy, Chalkney House Care Home, Essex • Social inclusion • Personalisation • Sense of ownership • Creates joy • Reduced incidence of falls by 40-60% Thanks Brian Dolan @ for the idea
  39. 39. #S4CA @Sch4Change And then it spread……
  40. 40. #S4CA @Sch4Change To hospitals, schools and communities
  41. 41. #S4CA @Sch4Change Connected: #PimpMyZimmer
  42. 42. #S4CA @Sch4Change Extensible
  43. 43. #S4CA @Sch4Change#S4CA @Sch4Change For reflection after this session • Does the ACE framework help you understand why some of your change ideas have spread or not? • How might you use it in the future?
  44. 44. #S4CA @Sch4Change#S4CA @Sch4Change Thursday 1 March
  45. 45. #S4CA @Sch4Change Edge Talks – School Edition Tuesday 27th February. tbc: Transformations through trauma and choice with Nigel Millar. Tuesday 6th March, 7pm: The value of diversity in a complex world with Scott Page and Paul Deemer. Tuesday 13th March, 6pm: Change on the front line with Hilary Garratt. Wednesday 21st March, 6:30pm: Change Agents 2.0: Digital capabilities with Dominic Cushan, Susan Kennedy and Richard Price. Each session has 25 places, and offers the opportunity to have an interactive conversation.
  46. 46. #S4CA @Sch4Change • We will randomly match you with another participant in the School for Change Agents from anywhere in the world • At some time in the next four weeks, arrange to have a conversation over Skype (or other communication system) with a cup of coffee! Image source: Pinterest Sign up here http://theedge.nhsiq.nhs.uk/school/2018-resources/ Randomised coffee trial (RCT)

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