2. “When we are dealing with
people, let us remember we
are not dealing with creatures
of logic. We are dealing with
creatures of emotion,
creatures bustling with
prejudices and motivated by
pride and vanity“
Dale Carnegie
3. Objectives
• Provide an overview of leadership
• Outline the personal considerations in leading
change
• Look at improvement through a personal
leadership lens
• Outline the role of innovation in change
5. Thinking about Leadership
• Trait approach – leaders born not made (1940)
• Action-centred – focus on what the leader
does (Adair)
• Behavioural – consideration and structure,
transformational, servant leader, situational etc.
• Contingency – no single style, integration of all
variables
6. Which approach for leading
change ?
Situational Leadership – where the Leader
adapts his/or her behaviour to the
readiness of the followers.
7. Leadership is the process of
influencing people and
providing an environment for
them to achieve personal,
team or organisational
objectives.
9. Change Leadership
Self-esteem
Time
1. Immobilisation –
as rumours of the
change circulate, the
individual feels some
sense of shock and
possible disbelief – so
much so that they
deem it worthy of
doing nothing.
1
2. Minimisation: As the
change becomes clearer,
people try to fit in the
change with their own
personal position and may
try to believe that it will not
affect them.
2
3. Depression: as reality
begins to dawn staff may feel
alienated and angry, feelings
of a lack of control of events
overtake people and they feel
depressed as they try to
reconcile what is happening
with their own personal
situation.3
4
4. Acceptance/letting go:
The lowest point in self-
esteem finally sees people
starting to accept the
inevitable. Fear of the future
is a feature of this stage.
5
5. Testing out: Individuals
begin to interact with the
change, they start to ask
questions to see how they
might work with the change.
6
6. Search for meaning:
Individuals begin to work
with the change and see how
they might be able to make
the change work for them –
self esteem begins to rise.
7
7. Internalisation: the
change is understood
and adopted within the
individual’s own
understanding – they
now know how to work
with it and feel a
renewed sense of
confidence and self
esteem.
10. How would you prepare people
to be ready for change?
11. Situational Leadership
• When would you ‘tell’ ?
• When would you ‘sell’ ?
• When would you ‘participate’?
• When would you ‘delegate’?
13. Situational Leadership
Telling
Defining the roles needed
to do the job & directing
followers in doing the job.
Selling
Providing structured
instructions & being
supportive.
Participating
Having followers share in
making decisions about
how to best do a high-
quality job.
Delegating
Providing little specific,
close direction or personal
support to followers.
14. Seven Leadership
Competencies
Integrity
Drive
• Truthfulness
• Translates words into deeds
• Inner motivation to pursue goals
• Need for achievement, quest to learn
Leadership
Motivation
• High need for socialised power to
accomplish team’s goals
Emotional
Intelligence
• Perceiving, assimilating, understanding, and
regulating emotions
15. Seven Leadership
Competencies (cont’d)
Intelligence
• Above average cognitive ability
• Can analyse problems/opportunities
Knowledge of
the NHS
• Familiar with NHS environment
• Aids intuitive decision making
Self-Confidence
• High self-efficacy regarding ability to lead
others
16. General Leadership Cycle
• Common to all leadership styles is a process
- Varies according to style, each has
consistent process
PLAN
DELEGATE
FOLLOW UP
RECOGNIZE
17. Four Major Factors in
Leading Change
Follower - Different
people require different
styles
Communication –
Two-way, you
must set the
example
Situation -All are
different, use judgment to
determine best course of
action
Leader – Know
yourself as a leader,
people will decide on
their own whether to
follow you
18. Innovation and Creativity – the
antidote to stuck thinking
• Clarify the focus with a broad problem statement –
how to remind busy people of the time
• Recognise the concepts of the situation - tried to
remind them
• List Alternatives – tried logs, whiteboard, computer
screen, rolling reminder
• Make mental associations – Can I use another sense to
remind them – Hearing
• Develop ideas into practical realities – attach mini
alarms onto drug charts
Plsek,P
19. The Most Important Words
• The six most important words: "I admit I made
a mistake."
• The five most important words: "You did a good
job."
• The four most important words: "What is your
opinion."
• The three most important words: "If you
please."
• The two most important words: "Thank you,"
• The one most important word: "We"
• The least most important word: "I"
Author unknown
20. Summary
• Leading change starts with YOU
• Change can be seen as threatening
• To improve we need to change
• As leaders we need to take people with us on
the journey
• Over the module you will be given the
opportunity to explore different leadership
theories and understand yours!
Editor's Notes
This presentation pulls together the threads of how to lead change and considerations that people may wish to make to consider their personal impact on the improvement they are considering introducing.
It is important to remember that we are wanting staff, colleagues, users of our services to buy into improvement, this requires us to consider the impact of the improvement upon them and lead the change in an ethical and moral way.
We will be judged by what people see – our behaviours not what we say.
These broad objectives for the session are intended to enable people to consider what they would do when leading change and considerations that they may need to make to give their improvement initiative the best possible start.
The focus is on individuals personal leadership challenge of improvement
These broad objectives for the session are intended to enable people to consider what they would do when leading change and considerations that they may need to make to give their improvement initiative the best possible start.
The focus is on individuals personal leadership challenge of improvement
These broad objectives for the session are intended to enable people to consider what they would do when leading change and considerations that they may need to make to give their improvement initiative the best possible start.
The focus is on individuals personal leadership challenge of improvement
In order to influence we need to consider what it is that attract people to the change we wish to introduce.
Are they Systems thinkers and require detail?
Are they people orientated and need to understand the impact of the change on colleagues, themselves before they will follow?
Are they drivers who are interested in the results of the improvement and need to be convinced it will work?
Are they interested in the big picture, do they need to see the wider benefit of being involved, are they interested in greater good issues?
Personal leadership requires you to consider who you need to follow and what is it about you that attracts people to consider being your ‘follower’
Follow the cycle and expand upon each of the aspects, testing whether people have experienced this for them selves.
Another aspect discussed within the leadership literature is the basis for situational leadership, the key issue here is how we gain commitment from our followers – Who are your followers when deciding on an improvement initiative.
All of us adopt different styles dependent upon the situation and our understanding of what is required. However we all have a preference, what do you think is yours?
Following the presentation I would like you to consider how you demonstrate the leadership competencies outlined in the next two slides.
If There Is A Change Coming-----
1. Determine The Effect-on Others
2. How Much Information Is Needed By Everyone-may Not Need A 2 Hour Detail Presentation
3. Understand The Reasons For The Change And Convey This
4. Announce The Changes-may Need To Get Some Individuals Aside Prior- If They Are Negatively Impacted. Do Not Tell A Person They Are Fired In Front Of A Group
5. Select The Best Time Place
6. Most of what you’ve heard you have heard before -“common sense”
Other sources:
TI
PCC-”HTWFAIP”
Steven Covey
Zig Ziglar
SRO-TC Scott-ASME Management Skills Development Book
If There Is A Change Coming-----
1. Determine The Effect-on Others
2. How Much Information Is Needed By Everyone-may Not Need A 2 Hour Detail Presentation
3. Understand The Reasons For The Change And Convey This
4. Announce The Changes-may Need To Get Some Individuals Aside Prior- If They Are Negatively Impacted. Do Not Tell A Person They Are Fired In Front Of A Group
5. Select The Best Time Place
6. Most of what you’ve heard you have heard before -“common sense”
Other sources:
TI
PCC-”HTWFAIP”
Steven Covey
Zig Ziglar
SRO-TC Scott-ASME Management Skills Development Book
Ask the group to reflect on their handout regarding medication errors, tell the story and then discuss how using this approach can change even the most difficult situations by allowing creativity and innovation.
Concluding slide should enable the work from the groups to be pulled together top consider the behaviours associated with leaders of change and improvement.
Introduce the module and ask people to sign up – Discuss the role of mentors and the additional learning materials that will be available.
Outline the benefits to people of undertaking a module on improvement knowledge and their chance to influence the change process in their area of work.
