This is the presentation on Energy for Change for Occupational Psychologists at the DOP conference in Glasgow (Division of Occupational Psychology - British Psychological Society)

1. Diagnosing and building energy for change
The SSPPI Energy Index
Dr Rosanna Hunt, NHS Improving Quality
rosannahunt95@gmail.com
@rosielhunt
Psychological
Physical
Spiritual
Social Intellectual

2. Agenda for this session
1. What does the SSPPI Energy Index measure?
2. Why is energy awareness important at work?
rosannahunt95@gmail.com
3. Using the Energy Model
Takeaways:
• Paper & slides (look up Rosanna Hunt on www.slideshare.net)
• Instructions to access the SSPPI Energy Index
1. What does the SSPPI Energy Index measure?
- PAUSE FOR DISCUSSION-
2. Why is building energy for change important?
3. Using the energy model
----------takeaways----------
• Paper & slides (www.slideshare.net – rosanna hunt)
• A short film describing the energies (youtube – energy for change)
• Instructions to access the SSPPI Energy Index (handout)

3. The SSPPI Index measures these five energies
Energy Definitions
Social energy of personal engagement, relationships and connections between
people. It reflects a “sense of us” and is therefore a collective concept that
captures a situation where people are drawn into an improvement or
change because they feel a connection to it as part of the collective group.
Spiritual energy of commitment to a common vision for the future, driven by shared
values and a higher purpose. It involves giving people the confidence to
move towards a different future that is more compelling than the status
quo, by finding the deep meaning in what they do.
Psychological energy of courage, trust and feeling safe to do things differently. It involves
feeling supported to make a change as well as belief in self and the team,
organisation or system, and trust in leadership and direction.
Physical energy of action, getting things done and making progress. It is the
flexible, responsive drive to make things happen, with vitality and kinetic
force (motion)
Intellectual energy of curiosity, analysis, thinking and cognition. It involves gaining
insight, a thirst for new knowledge as well as planning and supporting
processes, evaluation, and arguing a case on the basis of logic and
evidence.

4. “Feeling appreciated”
“Feeling valued”
“Sense of being supported”
“Shared enthusiasm”
“Regularly challenging the status quo”
“Prioritising”
“Intense focus periods”
“Thinking creatively”
“Use initiative”
“Ignite curiosity”
“Encouraged to give your best”
“Sense of belonging”
“Ambitious goals”
“Confidence handling challenges”
“Sticking to our values in bad times”
“Inspired by our work”
Tony Schwartz’s
Productivity
Paradox
Steve
Radcliffe “4
Energies”
Bruch &
Vogel
What do people experience in an
energised work environment?

5. Stanton Marris
“Energy
Generators”
Tony Schwartz’s
Productivity
Paradox
Steve
Radcliffe “4
Energies”
Bruch &
VogelContent
Context
Connection
Climate
Productive
Energy
Physical
Emotional
Intellectual
Spiritual
Physical Health
Emotional Wellbeing
Mental Clarity
Spiritual Significance
“a confirmatory factor analysis on the
SSPPI Energy Index supported the
existence of the five factors (energies)”
Where’s the evidence?

6. Tony Schwartz’s
Productivity
Paradox
Steve
Radcliffe “4
Energies”
Bruch &
Vogel
How does the SSPPI Energy Index
build on previous frameworks?
• The SSPPI Energy Index is aimed at the level of the
group rather than at the level of the individual or the
organisation.
• The SSPPI Index includes a fifth domain: psychological
energy.
• The SSPPI Index provides a measure of energy self-
awareness as well as a measure of energy.
rosannahunt95@gmail.com
@rosielhunt

7. The Energy Index
Hybrid
rosannahunt95@gmail.com
@rosielhunt
PART 1 - a psychometric profiling tool
- generates the group “energy for change” profile
- statistically tested and robust
PART 2 - a self-evaluation tool
- used to tell us whether there are any gaps between current energy
levels, preferred energy levels and perceived energy levels in the work
environment

8. The SSPPI Energy Index – V2, Part I
This questionnaire enables teams to measure their energy for change.
Please agree the nature of the change context with your team before answering the following statements.
Then answer all statements with your particular change context in mind.
1 = Strongly disagree 2 = Disagree 3 = Neutral 4 = Agree 5 = Strongly Agree
I am energised by the momentum of change____
I have gained insight into the case for change____
I feel a sense of solidarity with those I work with ____
I am weary of change____
I am able to keep expressing hope for the change when presented with setbacks_____
The reasoning for the change is not compelling___
I don’t feel appreciated by others at work_____
I will be blamed if I try something new and it fails____
I feel isolated from others____
I feel depleted of energy when others express doubt about the change_____
The case for change has stimulated my creativity_____
I feel disconnected from others____
I am committed to our common vision for the future____
I feel safe enough to do things differently____
I am driven by shared values____
I am experiencing change fatigue____
The change does not fit with my sense of purpose_____
I am not driven by a shared purpose for change_____
I think there is no rational argument for change____
The case for change is interesting to me_____
I feel that we are getting things done to achieve the change_____
I feel the change may conflict with my values___
I feel personally engaged in the change___
Clear thinking and analysis underpins the change___
I feel fearful about the change___
I sense openness about the potential to change___

9. Social energy is the energy of personal engagement, relationships
and connections between people. It reflects a “sense of us” and is
therefore a collective concept that captures a situation where
people are drawn into an improvement or change because they
feel a connection to it as part of the collective group.
My social energy is ____
The social energy of those I work with is____
The importance of social energy to me is____
Psychological energy is the energy of courage, trust and feeling
safe to do things differently. It involves feeling supported to make
a change as well as belief in self and the team, organisation or
system, and trust in leadership and direction.
My psychological energy is ____
The psychological energy of those I work with is____
The importance of psychological energy to me is____
Physical energy is the energy of action, getting things done and
making progress. It is the flexible, responsive drive to make
things happen, with vitality and kinetic force (motion)
My physical energy is ____
The physical energy of those I work with is ____
The importance of physical energy to me is____
Intellectual energy is the energy of curiosity, analysis, thinking and cognition. It involves gaining insight, a thirst for new knowledge as
well as planning and supporting processes, evaluation, and arguing a case on the basis of logic and evidence.
My intellectual energy is ____
The intellectual energy of those I work with is____
The importance of intellectual energy to me is____
Complete these statements on a scale of 1 = low - 5 = high
Spiritual energy is the energy of commitment to a common vision
for the future, driven by shared values and a higher purpose. It
involves giving people the confidence to move towards a
different future that is more compelling than the status quo, by
finding the deep meaning in what they do.
My spiritual energy is ____
The spiritual energy of those I work with is____
The importance of spiritual energy to me is____
The SSPPI Energy Index – V2, Part 2

10. Results to date
Hybrid
rosannahunt95@gmail.com
@rosielhunt
• Over 1000 respondents worldwide
• 73% female, 27% male
• Clinical 37%, non-clinical = 63%
• Clinicians tend to have higher spiritual energy
• Individuals tend to rate the energy of those
around them to be lower than their own
• Setting the change context is important

11. The SSPPI Energy Index provides
a team Energy profile
What do the results look like?
2. Why is energy awareness important at work?
rosannahunt95@gmail.com
The group’ energy for change is 68% (10 respondents). NHS groups previously
analysed have demonstrated energy levels between 54% and 84%.
The table below shows that intellectual energy is particularly high in this group
(78%).
Physical energy is the lowest scoring energy (57%).
min max %
Social 48 76 67
Spiritual 67 80 73
Psychological 50 77 67
Physical 50 75 57
Intellectual 60 90 78
Overall 55 80 68
>20%
variation on
social,
psychological,
physical and
intellectual
domains

12. The Energy Index provides feedback
on the team’s energy self-awareness
What do the results look like?
2. Why is energy awareness important at work?
rosannahunt95@gmail.com
Profiling data Self-Evaluation
Social 67 66
Spiritual 73 69
Psychological 67 66
Physical 57 60
Intellectual 78 83
Total 68 69

13. SSPPI Energy Index measures
energy gaps
What do the results look like?
2. Why is energy awareness important at work?
rosannahunt95@gmail.com
3. Case study examples from the NHS
Takeaways:
• Paper & slides (look up Rosanna Hunt on www.slideshare.net)
• Instructions to access to SSPPI Energy Index
• Plots the team’s energy (green line)
• Plots their perception of the energy of
those around them (blue line)
• Plots where the team would like their
energy to be (red line)
1
2
3
4
5
Social
Spiritual
PsychologicalPhysical
Intellectual

14. SSPPI Energy Index measures gaps
between current and desired energy
for change
What do the results look like?
2. Why is energy awareness important at work?
3. Case study examples from the NHS
Takeaways:
• Paper & slides (look up Rosanna Hunt on www.slideshare.net)
• Instructions to access to SSPPI Energy Index
0
1
2
3
4
5
6
7
My Energy
The Importance of this energy to me
This bar chart shows another perspective on the data – it uses frequencies of responses >3, rather than
the mean (which can be misleading). It compares the data on current and desired energy for change.
The results displayed here confirm that the biggest gaps between current and desired energy levels
are on the physical domain.
However, the frequency data reveals that the spiritual energy domain is lower then desired – spiritual
energy is important to 6 out of 7 people, but the work environment is only meeting this energy need for
3 of them.

15. • Where have you observed
depleted energy? – in which of the
5 domains?
• Share your approaches to building
energy for change
Tony Schwartz’s
Productivity
Paradox
Steve
Radcliffe “4
Energies”
Bruch &
Vogel
Discussion in pairs
Psychological
Physical
Spiritual
Social Intellectual

16. Why is building energy for
change important?
Energy, more than any other
factor, makes the difference
between improvement
activities that achieve their
objectives and those that
don’t.
Psychological
Physical
Spiritual
Social Intellectual
Source: Leading Large Scale Change: a practical guide (2011), NHS
Institute

17. “Your first and foremost job as a leader is to take charge
of your own energy and then help to orchestrate the
energy of those around you”
Peter Drucker (1909-2005)
rosannahunt95@gmail.com
Why is building energy for
change important?

18. 70%
25%
5%
1. Most large scale
change fails to
achieve its
objectives
Source: McKinsey Performance Transformation Survey, 3000
respondents to global, multi-industry survey
Why is building energy for
change important?

19. Why is building energy for
change important?
2. To re-balance the
key motivators for
change
Intrinsic
motivators
Adapted from: Helen Bevan 2011 Horizons Group NHS
Improving Quality
Extrinsic
motivators

20. Why is building energy for
change important?
Adapted from: Helen Bevan 2011 Horizons Group NHS
Improving Quality
Drivers
of extrinsic
motivation
create focus &
momentum for
delivery
Intrinsic
motivators
•connecting to
shared purpose
•engaging, mobilising and
calling to action
•motivational leadership
build energy
and creativity
•System drivers &
incentives
•Payment by results
•Performance
management
•Measurement for
accountability

21. Internal
motivators
•connecting to
shared purpose
•engaging, mobilising and
calling to action
•motivational leadership
build energy and
creativity
Drivers of
extrinsic
motivation
•System drivers &
incentives
•Performance
management
•Measurement for
accountability
create & focus
momentum for
delivery
Adapted from: Helen Bevan 2011 Horizons Group NHS Improving Quality

22. the capacity and
drive of a team,
organisation or
system to act
and make the
difference
necessary to
achieve its goals
Psychological
Physical
Spiritual
Social Intellectual
Energy for change is:What is energy for change?

23. • Psychological energy is central
• Dispersed leadership model
• Explanation not judgement
• Making explicit the issues that remain
hidden/unarticulated and that really
impact on whether change is achieved
and sustained Tony Schwartz’s
Productivity
Paradox
Steve
Radcliffe “4
Energies”
Bruch &
Vogel
Using the Energy model
Psychological
Physical
Spiritual
Social Intellectual

25. The SSPPI Energy Index measures
how much energy a team has for a
specified change.
There are five energies that are
important for change to be
successful:
Psychological
Physical
Spiritual
Social Intellectual
The value for teams, is in the
facilitated discussion that happens
after they receive their team Energy
profile.
Introducing the SSPPI Energy
Index
How do I go about measuring a
group’s Energy for Change?
Individual leader identifies the change
that they want to measure energy for
Ask the group to complete the online
questionnaire, ensuring:
• they use the allocated team code*
• they understand the change they should
answer the questionnaire in relation to
• anonymity – to encourage honest
responses
• a deadline for completion is set
Arrange a feedback call to discuss:
• The team’s results
• A date for facilitated feedback to the
whole team (face-to-face)
*obtain the link to the questionnaire and team
codes from paul.woodley@nhsiq.nhs.uk
Contact rosannahunt95@gmail.com
for further information

26. https://www.youtube.com/watch?v=XBwcYYy3u74
Short video on building energy
for change in the NHS