New Era of Change and Transformation
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The slides from the presentation that Helen Bevan made at the Australian Health Informatics Conference 3rd August 2015. The topic is "The new era of thinking and practice in change and transformation: why system reform really does need to be everyone’s business". @HelenBevan #HIC15
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New Era of Change and Transformation
- 1. @HelenBevan #HIC15 Helen Bevan Chief Transformation Officer @HelenBevan #HIC15 The new era of thinking and practice in change and transformation: why system reform really does need to be everyone’s business
- 3. @HelenBevan #HIC15 Kinthi Sturtevant, IBM 13th annual Change Management Conference June 2015 We rarely see two, three or four year change projects anymore. Now it’s 30-60-90 day change projects
- 8. @HelenBevan #HIC15@HelenBevan #HIC15 SEISMIC SHIFTS Change from the edge
- 10. @HelenBevan #HIC15@HelenBevan #HIC15 Jeremy Heimens TED talk “What new power looks like” https://www.youtube.com/watch?v=j-S03JfgHEA old power new power Currency Held by a few Pushed down Commanded Closed Transaction Current Made by many Pulled in Shared Open Relationship
- 11. @HelenBevan #HIC15@HelenBevan #HIC15 The battle and balancing between the old and new power will be a defining feature of society and business in the coming years Jeremy Heimans and Henry Timms Understanding new power, Harvard Business Review, December 2014 https://hbr.org/2014/12/understanding- new- power?utm_campaign=Socialflow&utm_sou rce=Socialflow&utm_medium=Tweet
- 12. @HelenBevan #HIC15 The Network Secrets of Great Change Agents Julie Battilana &Tiziana Casciaro As a change agent, my centrality in the informal network is more important than my position in the formal hierarchy
- 13. @HelenBevan #HIC15 People who are highly connected have twice as much power to influence change as people with positional power Leandro Herrero http://t.co/Du6zCbrDBC
- 14. @HelenBevan #HIC15 “I have some Key Performance Indicators for you” or “I have a dream” Source: @RobertVarnam
- 15. @HelenBevan #HIC15@HelenBevan #HIC15 is the new normal! “Tomorrow’s management systems will need to value diversity, dissent and divergence as highly as conformance, consensus and cohesion.” Gary Hamel Image by neilperkin.typepad.com
- 16. @HelenBevan #HIC15@HelenBevan #HIC15 What is a rebel? •The principal champion of a change initiative, cause or action •Rebels don’t wait for permission to lead, innovate, strategise •They are responsible; they do what is right •They name things that others don’t see yet •They point to new horizons •Without rebels, the storyline never changes Source : @PeterVan http://t.co/6CQtA4wUv1
- 17. @HelenBevan #HIC15@HelenBevan #HIC15 We need to create more boatrockers! • Rock the boat but manage to stay in it • Walk the fine line between difference and fit, inside and outside • Able to challenge the status quo when we see that there could be a better way • Conform AND rebel • Capable of working with others to create success NOT a destructive troublemaker Source: Debra Meyerson
- 18. @HelenBevan #HIC15@HelenBevan Source : Lois Kelly www.rebelsatwork.com There’s a big difference between a rebel and a troublemaker Rebel
- 19. @HelenBevan #HIC15@HelenBevan #HIC15 Reflection • What are your insights around “rebels” and “troublemakers”? • What moves people from being “rebel” to “troublemaker”? • How do we protect against this?
- 20. @HelenBevan #HIC15@HelenBevan Source : Lois Kelly www.rebelsatwork.com There’s a big difference between a rebel and a troublemaker Rebel
- 21. @HelenBevan #HIC15@HelenBevan Is your change process a cathedral or a bazaar? Source of image: http://www.slideshare.net/djinoz/the-cathedral-and-the-bazaar-musings-on-iphone-and-android?related=1
- 22. @HelenBevan #HIC15@HelenBevan #HIC15 We build a lot of cathedrals Source: Sewell (2015) : Stop training our project managers to be process junkies
- 23. @HelenBevan #HIC15@HelenBevan • systematic “change management” • too often, leaders prescribe outcome and method of change in a top-down way • change is experienced by people at the front line as “have to” (imposed) rather than “want to” (embraced) Change Programmes • everyone (including service users and families) can help tackle the most challenging issues • value diversity of thought • connect people, ideas and learning • Role of formal leaders is to create the conditions & get out of the way Change Platforms “Tear down the walls”
- 28. @HelenBevan #HIC15@HelenBevan #HIC15 The school is being formally evaluated by the Chartered Institute for Personnel and Development
- 29. @HelenBevan #HIC15@HelenBevan #HIC15 We have supported NHS Change Day for three years • 800,000 pledges in 2014 • 5 X the local activity/connectivity in 2015 compared to 2014 • #nhschangeday: 130m impressions • Support Change Day Australia
- 30. @HelenBevan #HIC15@HelenBevan #HIC15 “Top down is a serious disease but it can be treated” Celine Schillinger Source of image: Leadershipfreak.wordpress.com
- 31. @HelenBevan #HIC15@HelenBevan #HIC15 • The biggest-ever digital campaign for EMAP (Health Service Journal and Nursing Times) • 14,000 contributors to the joint campaign to “challenge top down change” • Ground-breaking: the first-ever crowd- sourced approach to change in the NHS
- 32. @HelenBevan #HIC15 14,000 contributors identified 10 barriers to change: Confusing strategies Over controlling leadership Perverse incentivesStifling innovation Poor workforce planning One way communication Inhibiting environment Undervaluing staff Poor project management Playing it safe Source: Health Service Journal, Nursing Times, NHS Improving Quality, “Change Challenge” March 2015
- 33. @HelenBevan #HIC15 14,000 contributors identified 11 building blocks for change: Inspiring & supportive leadership Collaborative working Thought diversityAutonomy & trust Smart use of resources Flexibility & adaptability Long term thinking Nurturing our people Fostering an open culture A call to action Source: Health Service Journal, Nursing Times, NHS Improving Quality, “Change Challenge” March 2015 Challenging the status quo
- 34. @HelenBevan #HIC15 21,000 active users Activists from 120 countries @theedgenhs: 500,000+ Twitter impressions
- 35. @HelenBevan As you create your roadmap for the future, make sure you are part of the steamroller, not part of the road Saavik Wilcox-Hamilton Source of quote: http://slidesha.re/1B6jrZw “ “
- 36. @HelenBevan 1. Follow on Twitter @HelenBevan @NHSIQ 2. Subscribe to 3. Get materials from The School for Health and Care Radicals: www.theedge.nhsiq.nhs.uk/school TheEdge.nhsiq.nhs.uk Three ways to connect! @School4Radicals @TheEdgeNHS
- 37. @HelenBevan References and links Baron A (2014) Preparing for a changing world: the power of relationships Battilano J, Casciaro T (2013) The network secrets of the great change agents Harvard Business Review, July-August Bevan H, Plsek P, Winstanley (2011) Leading Large Scale Change - Part 1, A Practical Guide Bevan H (2011) Leading Large Scale Change - Part 2, The Postscript Bevan H, Fairman S (2014) The new era of thinking and practice in change and transformation, NHS Improving Quality Change Agents Worldwide (2013) Moving forward with social collaboration SlideShare Diaz-Uda A, Medina C, Schill E (2013) Diversity’s new frontier Fuda P (2012) 15 qualities of a transformational change agent Grant, M (2014) Humanize: How people centric organisations succeed in a social world http://prezi.com/usju20i0nzhd/humanize-how-people-centric- organizations-succeed-in-a-social-world/ Hamel G (2014)Why bureaucracy must die Jarche, H (2013) Rebels on the edges
- 38. @HelenBevan Jarche H (2014) Moving to the edges Kotter J (2014) Accelerate! Harvard Business Review Press Merchant N (2013) eleven rules for creating value in the social era Llopis G (2014) Every leader must be a change agent or face extinction Meyerson D (2001) Tempered Radicals: how people use differences to inspire change at work Harvard Meyerson D (2008) Rocking the boat: how to effect change without making trouble Harvard BP Perkins N (2014) Bats and pizzas (agility and organisational change) Schillinger C (2014) Top-Down is a Serious Disease. But It Can Be Treated School for health and Care radicals (2014) www.changeday.nhs.uk/healthcareradicals Shinners C (2014) New Mindsets for the Workplace Web Stoddard J (2014)The future of leadership Williams B (2014) Working Out Loud: When You Do That… I Do This Weber Shandwick (2014) Employees rising: seizing the opportunity in employee activism Verjans S (2013) How social media changes the way we work together References and links
Editor's Notes
- Link below http://www.bbc.co.uk/news/magazine-23790147 http://www.bbc.co.uk/learningzone/clips/martin-luther-king-i-have-a-dream-pt-1-2/1293.html With the brooding statue of Abraham Lincoln peering down at him, King began by telling protesters that their presence in the symbolic shadow of the "great emancipator" offered proof of the marvellous new militancy sweeping the country. For too long, he complained, black Americans had been exiles in their own land, "crippled by the manacles of segregation and the chains of discrimination". The whirlwinds of revolt would continue to shake the very foundations of the country: "And those who hope that the Negro needed to blow off steam and will now be content will have a rude awakening if the nation returns to business as normal," King said. It would be fatal for the nation "to overlook the urgency of the moment and to underestimate the determination of the Negro". “He's good - he's damned good” Kennedy on King Wearied by the suffocating heat, the crowd's initial response was muted. The speech was not going well. "Tell 'em about the dream, Martin," shouted Mahalia Jackson, referring to a rhetorical riff that King had used several times before, but which had not made it into his prepared speech because aides insisted he needed fresh material. But King decided to cast aside his prepared notes, and launched extemporaneously into the refrain for which he will forever be remembered. "I have a dream that one day this nation will rise up and live out the true meaning of its creed," he shouted, his out-stretched right arm reaching towards the sky. Soon he was hitting his rhythm, invigorated by the chants and cries of the crowd. "Dream on!" they shouted. "Dream on!" With his voice thundering down the Mall, King imagined a future in which his children could "live in a nation where they will not be judged by the colour of their skin but by the content of their character". Then he reached his impassioned finale. King asked the crowd to yell so it was heard the world over Watching at the White House, the president was riveted. Like so many Americans, it was the first time he had heard the 34-year-old preacher deliver a speech in its entirety - the first time he had taken its measure, listened to its cadence. "He's good," Kennedy told one of his advisors. "He's damned good." The aide was struck, however, that the president seemed impressed more by the quality of King's performance rather than the power of his message.
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