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KONFERENCE OM SYSTEM—INNOVATION 1
JANUARY 2016
Navigating between systems
An example from Rockwool Fonden Interventions
Jennie Winhall
jwi@rfintervention.dk
Anna Fjeldsted
af@rfintervention.dk
KONFERENCE OM SYSTEM—INNOVATION 2
Four levers to change a system
Purpose
Reframe the challenge that the system is addressing,
its mission and so its method
Power
Create structures that change who has power over
decisions, rules, legitimacy, flows of resources or
information
Resources
Make new resources from inside and outside the
system part of meeting the challenge - people,
money, knowledge, technology
Relationships
Catalyse new, generative relationships between
existing and new actors in the wider ecosystem
Formål
Omformulér den udfordring, som skal adresseres og
dermed systemets mission og metode
Beslutningskraft
Skab nye rammer, der ændrer hvor beslutningskraften ligger
– også over regler og strømme af information eller
ressourcer
Ressourcer
Aktivér nye ressourcer i og udenfor systemet, så de bruges
til at imødegå udfordringen. Det kan være økonomiske
ressourcer, men også mennesker, viden eller teknologi
Relationer
Styrk nye, givende relationer mellem eksisterende og nye
aktører i det større økosystem
KONFERENCE OM SYSTEM—INNOVATION 3
A slow burning issue….
7-8% young people not in education or employment
This has stayed the same for 20 years - even during economic upturns
Pct.
Rockwool Fonden Forskning
KONFERENCE OM SYSTEM—INNOVATION 4
Listening across the ecosystem
Trade associations
Young people
Job centres
Unions
Further education
institutions
Central government
Communities
Municipal
services
Professional
experts, e.g.
psychologists
Small businesses
Parents
Front-line staff
Labour market
specialists
Other initiative
internationally
Large employers
KONFERENCE OM SYSTEM—INNOVATION 5
Seeing system patterns
BeliefsBehaviours Structures
• Fragmented experience
• Failure = falling further back
• No choice/agency
• High volume ‘cycling’ in and out
of the benefits system
• Education first
• Challenge = readiness
• Untapped resources
• 1:1 brokering of placements
• Warehoused with ‘other slackers’
> Developmental journey • Work first
• Challenge = identity + belonging
> Network
KONFERENCE OM SYSTEM—INNOVATION 6
Current situation Shift to… Components Principles
PURPOSE Prove readiness for
education and jobs
Build work identity and
belonging
Work first - immediate
placements
Groups led by young people
who bear witness to each
others’ work experiences
Work identity
POWER Young people feel
“passified”, no agency
Young people and
companies have choice and
ownership
Network events to meet and
choose on a different basis;
more companies than youth
Shift the power
RESOURCES Brokered
Limited in closed system
Untapped resource in
SMEs
Networked
Generative through
participation
Many companies
Network of companies
Groups of young people with
mixed profiles
Many to manyRELATIONSHIP
S
1:1 Many to many New roles:
Company workshop
Firestation
Museum
Music
venue
Carpenter
Manufacture
r
Cafe
Retailer
Bank
Gardener
Solicitor
KONFERENCE OM SYSTEM—INNOVATION 8
Current situation Shift to… NExTWORK
Components
Principles
PURPOSE Prove readiness for
education and jobs
Build work identity and
belonging
Work first - immediate
placements
Groups led by young people
who bear witness to each
others’ work experiences
Work identity
POWER Young people feel
“passified”, no agency
Young people and
companies have choice and
ownership
Network events to meet and
choose on a different basis;
more companies than youth
Shift the power
RESOURCES Brokered
Limited in closed system
Untapped resource in
SMEs
Networked
Generative through
participation
Many companies
Network of companies
Groups of young people with
mixed profiles
Many to manyRELATIONSHIP 1:1 Many to many New roles:
NExTWORK event
Many to many -
meeting on a different
basis
Work identity - the
NW game reveals
common values and
preferences
Shift of power - young
people choose; more
companies than young
people
Video?
Company meetings
Many to many -
companies share
experiences
Work identity - new
discourse about young
people, shared
measures
Shift of power - success
viewed collectively
NExTWORK groups
Many to many - young
people witnesses each
others’ experiences
Work identity -
discussing what they
know about work, not
personal development
Shift of power - they
lead the discussion,
shared feedback
KONFERENCE OM SYSTEM—INNOVATION 12
NExTWORK
Principles
Work identity
Shift the power
Many to many
KONFERENCE OM SYSTEM—INNOVATION 13
Current situation Shift to… Components Principles
PURPOSE Prove readiness for
education and jobs
Build work identity and
belonging
Work first - immediate
placements
NW groups - led by young
people who bear witness to
each others’ work
experiences
Work identity
POWER Young people feel
“passified”, no agency
Young people and
companies have choice and
ownership
Network events to meet and
choose on a different basis;
more companies than youth
Shift the power
RESOURCES Brokered
Limited in closed system
Untapped resource in
SMEs
Networked
Generative through
participation
Many companies
Network of companies
Groups of young people with
mixed profiles
Many to many
KONFERENCE OM SYSTEM—INNOVATION 14
An approach to system innovation
• Seeing
system
pattern
s
• Framin
g the
shifts
• Trying out
practical
activities
• Using them
as ‘probes’
to
understand
system
conditions
• Supporting
transition
• Refining
principle
s that
support
the
shifts
Exploration Protoypes Pilot service Scaling up/out
KONFERENCE OM SYSTEM—INNOVATION 15
Transitional activities
Roles inside and outside to support transition:
Where is there ‘system readiness?
- connecting to strategic openings, e.g. municipal
leadership, STAR, industry bodies
What might increase legitimacy of the
approach?
- e.g. harnessing demand from young people and
companies themselves
- measuring differently
- professional movements
What alliances, coalitions for change could
form?
- e.g. NW community of practice, national
company networks
Dominant
system
patterns
New
approach
What system
conditions do we
need to create for
this approach to
flourish?

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Navigating between systems an example from rockwool fonden interventions

  • 1. KONFERENCE OM SYSTEM—INNOVATION 1 JANUARY 2016 Navigating between systems An example from Rockwool Fonden Interventions Jennie Winhall jwi@rfintervention.dk Anna Fjeldsted af@rfintervention.dk
  • 2. KONFERENCE OM SYSTEM—INNOVATION 2 Four levers to change a system Purpose Reframe the challenge that the system is addressing, its mission and so its method Power Create structures that change who has power over decisions, rules, legitimacy, flows of resources or information Resources Make new resources from inside and outside the system part of meeting the challenge - people, money, knowledge, technology Relationships Catalyse new, generative relationships between existing and new actors in the wider ecosystem Formål Omformulér den udfordring, som skal adresseres og dermed systemets mission og metode Beslutningskraft Skab nye rammer, der ændrer hvor beslutningskraften ligger – også over regler og strømme af information eller ressourcer Ressourcer Aktivér nye ressourcer i og udenfor systemet, så de bruges til at imødegå udfordringen. Det kan være økonomiske ressourcer, men også mennesker, viden eller teknologi Relationer Styrk nye, givende relationer mellem eksisterende og nye aktører i det større økosystem
  • 3. KONFERENCE OM SYSTEM—INNOVATION 3 A slow burning issue…. 7-8% young people not in education or employment This has stayed the same for 20 years - even during economic upturns Pct. Rockwool Fonden Forskning
  • 4. KONFERENCE OM SYSTEM—INNOVATION 4 Listening across the ecosystem Trade associations Young people Job centres Unions Further education institutions Central government Communities Municipal services Professional experts, e.g. psychologists Small businesses Parents Front-line staff Labour market specialists Other initiative internationally Large employers
  • 5. KONFERENCE OM SYSTEM—INNOVATION 5 Seeing system patterns BeliefsBehaviours Structures • Fragmented experience • Failure = falling further back • No choice/agency • High volume ‘cycling’ in and out of the benefits system • Education first • Challenge = readiness • Untapped resources • 1:1 brokering of placements • Warehoused with ‘other slackers’ > Developmental journey • Work first • Challenge = identity + belonging > Network
  • 6. KONFERENCE OM SYSTEM—INNOVATION 6 Current situation Shift to… Components Principles PURPOSE Prove readiness for education and jobs Build work identity and belonging Work first - immediate placements Groups led by young people who bear witness to each others’ work experiences Work identity POWER Young people feel “passified”, no agency Young people and companies have choice and ownership Network events to meet and choose on a different basis; more companies than youth Shift the power RESOURCES Brokered Limited in closed system Untapped resource in SMEs Networked Generative through participation Many companies Network of companies Groups of young people with mixed profiles Many to manyRELATIONSHIP S 1:1 Many to many New roles:
  • 8. KONFERENCE OM SYSTEM—INNOVATION 8 Current situation Shift to… NExTWORK Components Principles PURPOSE Prove readiness for education and jobs Build work identity and belonging Work first - immediate placements Groups led by young people who bear witness to each others’ work experiences Work identity POWER Young people feel “passified”, no agency Young people and companies have choice and ownership Network events to meet and choose on a different basis; more companies than youth Shift the power RESOURCES Brokered Limited in closed system Untapped resource in SMEs Networked Generative through participation Many companies Network of companies Groups of young people with mixed profiles Many to manyRELATIONSHIP 1:1 Many to many New roles:
  • 9. NExTWORK event Many to many - meeting on a different basis Work identity - the NW game reveals common values and preferences Shift of power - young people choose; more companies than young people Video?
  • 10. Company meetings Many to many - companies share experiences Work identity - new discourse about young people, shared measures Shift of power - success viewed collectively
  • 11. NExTWORK groups Many to many - young people witnesses each others’ experiences Work identity - discussing what they know about work, not personal development Shift of power - they lead the discussion, shared feedback
  • 12. KONFERENCE OM SYSTEM—INNOVATION 12 NExTWORK Principles Work identity Shift the power Many to many
  • 13. KONFERENCE OM SYSTEM—INNOVATION 13 Current situation Shift to… Components Principles PURPOSE Prove readiness for education and jobs Build work identity and belonging Work first - immediate placements NW groups - led by young people who bear witness to each others’ work experiences Work identity POWER Young people feel “passified”, no agency Young people and companies have choice and ownership Network events to meet and choose on a different basis; more companies than youth Shift the power RESOURCES Brokered Limited in closed system Untapped resource in SMEs Networked Generative through participation Many companies Network of companies Groups of young people with mixed profiles Many to many
  • 14. KONFERENCE OM SYSTEM—INNOVATION 14 An approach to system innovation • Seeing system pattern s • Framin g the shifts • Trying out practical activities • Using them as ‘probes’ to understand system conditions • Supporting transition • Refining principle s that support the shifts Exploration Protoypes Pilot service Scaling up/out
  • 15. KONFERENCE OM SYSTEM—INNOVATION 15 Transitional activities Roles inside and outside to support transition: Where is there ‘system readiness? - connecting to strategic openings, e.g. municipal leadership, STAR, industry bodies What might increase legitimacy of the approach? - e.g. harnessing demand from young people and companies themselves - measuring differently - professional movements What alliances, coalitions for change could form? - e.g. NW community of practice, national company networks Dominant system patterns New approach What system conditions do we need to create for this approach to flourish?