These slides are from a session delivered to the September intake of Birmingham City University Return to Practice course on 12th Sept 2019

1. Bev Matthews RN MSc,
Transformation Associate, Horizons
Lecturer RtP, Birmingham City University | Registered Nurse, Dudley Group NHS FT
Return to Practice Course, Birmingham City University
12th September 2019
@BevMatthewsRN #ReturnToPractice
Be the Change You Want to See

2. • A small, diverse team of people within the NHS
that supports change agents and builds change
agency
• We tune into the latest change thinking and
practice in healthcare and other industries around
the world
• The team has emerged through years of
supporting change in the NHS and the wider
health and care system
@BevMatthewsRN #ReturnToPractice

3. @BevMatthewsRN #ReturnToPractice

4. Spiral Journal
Reflect on what happened before
in order to open the road forward
SOURCE:
http://www.liberatingstructures.com/@BevMatthewsRN #MReturnToPractice
Divide your
page into

5. Spiral Journal
1. “Changes I have
noticed by being on the
Return to Practice
course are ..."
2. "So, what that makes
me think, feel, conclude
or realize is ..."
3. “Which makes me
curious about ..."
4. “A bold thing I should
do is ..."
@BevMatthewsRN #ReturnToPractice

6. We still organise health and care like the Tabulating
Machine Co. of 1917
Source of image:
@corp_rebels
@BevMatthewsRN #ReturnToPractice

7. @BevMatthewsRN #ReturnToPractice

8. https://www.kingsfund.org.uk/audio-video/how-does-nhs-in-england-work
A reorganisation you can see from space:
The architecture of power in the new NHS
@BevMatthewsRN #ReturnToPractice

9. @BevMatthewsRN #ReturnToPractice

10. “Burnout is a big problem
in the UK these days”
More than 60% of nurses say
they have suffered the side-
effects of work-related stress,
such as physical or mental
health problems in the past
year.
Nursing Times 2014
Nurses at breaking point as number off work with
stress soars. Health unions say more demanding and
longer shifts are ratcheting up the pressure caused by
understaffing
The Guardian 2015
@BevMatthewsRN #ReturnToPractice

11. @BevMatthewsRN #ReturnToPractice

12. Remember a time
When you were part of a team that
WASN’T high performing or where
energy was out of balance
How did it feel being part of such a
team?
@BevMatthewsRN #ReturnToPractice

13. Remember a time
When you were part of a high performing,
team with good energy balance
How did it feel being part of such a team?
@BevMatthewsRN #ReturnToPractice

14. @BevMatthewsRN #ReturnToPractice

15. @BevMatthewsRN #ReturnToPractice

16. @BevMatthewsRN #ReturnToPractice
Mark Jaben on the science of change
What NOT to do What TO do
We don’t need buyers (who “buy-in” to change). We need investors
Engage
people
here
Engage
people
here

17. 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://emotionalec
onomy.com.au/pap
ers-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
The Compliant
http://www.gallup.com/poll/165269/
worldwide-employees-engaged-
work.aspx
@BevMatthewsRN #ReturnToPractice

18. @BevMatthewsRN #ReturnToPractice

19. @BevMatthewsRN #ReturnToPractice
Source: New Power: How it’s changing the 21st
Century and why you need to know (2018)

20. Just 3% of
people in the
organisation or
system typically
influence 85% of
the other people
Source: Organisational Network
Analysis by Innovisor
Influencers.
Find the 3% “super-connectors”!
@BevMatthewsRN #ReturnToPractice

21. Source of graphic:
The Strategy
Group
A major cause of change failure is poor dialogue with
the informal organisation
The 3% informal influencers:
• Have the relationships, networks, content and context
• Drive the perceptions of other people
• Are the go-to people for advice
• Make sense of things and reduce ambiguity for others
• Are trusted by peers more than formal leaders are trusted
• Are largely unknown to formal leaders
Why superconnectors?
@BevMatthewsRN #ReturnToPractice

22. Ask other people!
Who do you
go to for information when you have
concerns at work?
Whose advice do
you trust and
respect?
Sources
Innovisor Evidence-based change
McKinsey Tapping the power of hidden influencers
Mike Klein Internal influencers: actionable and no longer optional
How do you find your superconnectors
@BevMatthewsRN #ReturnToPractice

23. @BevMatthewsRN #ReturnToPractice
What does this mean for you?

24. Returning to Practice
@BevMatthewsRN #ReturnToPractice

25. • Flexible working
– 12 hour shifts!
– Sign off mentor availability
• Stop calling us “The student”
– We have a name
• Learning Disability and Autism awareness training
– should be offered to all
• Think creatively about using RtP nurses skills
– Induction programme post reinstating on NMC register
– Create steps to develop confidence
• Grab opportunities
– Spend a shift out with local ambulance crew
– Shadow senior nursing team
– Offer to teaching on the Return to Practice course
– Join School for Change Agents
Things to think about
@BevMatthewsRN #ReturnToPractice

26. Thank You
@BevMatthewsRN @HorizonsNHS
Bev.Matthews@NHS.net
horizonsnhs.com
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