Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Transformational Change - Final swim - #NHRSummit2018


Published on

Northern HR Summit 2018 - Transformational Change Session
by Sheree Axon

Published in: Leadership & Management
  • Be the first to comment

  • Be the first to like this

Transformational Change - Final swim - #NHRSummit2018

  1. 1. Embracing Change – Managing Change #beboldforchange Presentation by Sheree Axon Director of Organisational Change and Programme Delivery
  2. 2. Changes in the NHS over 30 Years 1987 2017 1987 The White Paper, Promoting better health is published, 1988 Department of Health and the Department of Social Security split 1991 Reconfiguration of district health authorities as health authorities 1996 Abolition of FHSAs and incorporation of their responsibilities into those of health authorities 1999 Devolution of power to Scotland & Wales 2002 Abolition of NHS regional offices; Reorganisation of 96 health authorities into 28 strategic health authorities in England 2007 The first year since 1993 when major reform was not proposed or implemented . 2012 Abolition of NHS regional offices; Reorganisation of 96 health authorities into 28 strategic health authorities in England 2013 NHS England, NHS Trust Development Authority, Healthwatch and Public Health England established. 2015 Devolution of the NHS in Greater Manchester. STPs introduced
  3. 3. 3 Where Change Works Well 1) Leadership – setting out a vision for the planned change, the benefits and outcomes and ensuring strong leadership through the change process. 2) Organisation design & delivery- considering the full impact of any planned change and working through the implications and impact ensuring that the full benefits and outcomes can be delivered and that people and services have the resilience to cope 3) Programme & project management - how we plan and prepare for implementing change and how the change process is then managed through to completion 4) Governance & decision making – how we make decisions relating to change and functions and people affected by change and the handling of these 5) Change policy- our current organisational change policy and approach including affected by change and at risk status designation 6) Capacity & capabilities- how we are organised to support the delivery of change locally and nationally and the skills and experience needed across managers and staff representatives
  4. 4. The Transition Curve
  5. 5. 1. Everyone goes through the transition curve - but, we traverse the curve at different rates and in different ways 2. At the point of our entry to the curve, we encounter others who entered the curve at an earlier time – so we encounter each other at different stages 3. Don't skirt the emotional changes - Don't try to ‘get around it’. To get to Acceptance (eventually), we each have to experience some form of Denial, Anger and Self Doubt 4. There are strategies that can help us to cope – if we develop effective coping strategies, our progression along the curve will be quicker and less painful. Transition Curve Principles
  6. 6. Communication styles and the Transition Curve
  7. 7. Practical Examples - Communication styles to support transition • Directing – Providing structure, supervising, clarifying boundaries, clarifying goals and expectations. • Coaching/Supporting - Praising efforts and achievements, allowing expression of feelings, facilitating development, positive encouragement, providing support, actively listening. • Involving/Delegating – encouraging ideas, sharing responsibilities and issues, creating sense of ownership and responsibility.
  8. 8. Practical Examples – What Great Leaders Say
  9. 9. NHS England’s Women’s Network In 2013 NHS England began a consultation with staff and trade unions about the transformation of Primary Care Support services, or PCS. These services, provided across England, had a workforce made up predominantly of women working at the lower bands of Agenda for Change. A key part of this process was providing staff support and development for everyone who worked in the service to help them through an uncertain and difficult time One vital element of this support was Springboard It was a great success. NHS England have continued to support the Springboard programme, which to date has been rolled out to over 400 women In the NHS. As part of the programme we held a Springboard Alumni Event, which was attended by over 100 women in London.
  10. 10. NHS England’s Women’s Network Following the Springboard alumni event and additional research, it was identified that there was a genuine appetite for a women’s network to support in their personal and professional development in particular those in non-managerial roles. The network currently has 260 members after launching in March 2016. A highlight of the programme is an annual Women's Network Event…. Inspirational women speakers shared their stories with more than 150 delegates at the first NHS Women’s Network event on Tuesday 8 March 2016. Held on International Women’s Day, it was the first step towards a network to support women working in non- managerial roles in NHS England and Commissioning Support Units. #NHSbeingvisible 2017’s event is March 9th, again linking with International Women’s Day
  11. 11. #beboldforchange