Helen Bevan's plenary talk for NFKH
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Transcript of Helen Bevan's plenary talk for NFKH
@HelenBevan
How to be a great change agentHelen Bevan
Chief Transformation Officer@HelenBevan
and staying in it:
@HelenBevan
“New truths begin as heresies” (Huxley, defending Darwin’s theory of natural selection)
Source of image: installation by the artist Adam Katzwww.thisiscolossal.com
Via @NeilPerkin
@HelenBevan
Starts on the fringe
(at the edge)
Starts with the activistsGary Hamel
always
@HelenBevanSource: Gary Hamel
@HelenBevanSource:@Alfacarlo
@HelenBevan
SEISMIC SHIFTS
Change from the edge
@HelenBevan
Leading change in a new era
Dominant approach Emerging direction
@HelenBevan
Leading change in a new era
Dominant approach Emerging direction
Most health and care transformation
efforts are driven from this side
@HelenBevan
@HelenBevan
John Kotter, the most influential thought leader globally, recognises new approaches are needed
FROM
@HelenBevan
John Kotter: “Accelerate!”
• We won’t create big change through hierarchy on its own
• We need hierarchy AND network
• Many change agents, not just a few, with many acts of leadership
• At least 50% buy-in required
• Changing our mindset
• From “have to” to “want to”
TO
@HelenBevan
From “have to” to “want to”
Source of image s:www.slideshare.net/mexicanwave/champions-trolls-10-years-of-the-cipd-online-community
@HelenBevan
Unleashing the spirit of the volunteer
You may be able to ‘buy’ a person’s back
with a paycheck, position, power or fear but a
human being’s genius, loyalty and tenacious
creativity are volunteered only.
The world’s greatest problems will be solved
by passionate, unleashed ‘volunteers’
Stephen Covey, Turn the ship around, via @MarkGraban
Source of image: www.volunteerweekly.org
‘‘
’’
@HelenBevan
The Network Secrets of Great Change AgentsJulie Battilana &Tiziana Casciaro
1. As a change agent, my centrality in the informal network is more important than my position in the formal hierarchy
2. If you want to create small scale change, work through a cohesive network
If you want to create big change, create
bridge networks between disconnected groups
@HelenBevan
People who are highly connected have twice as much power to
influence change as people with positional power
Leandro Herrero
http://t.co/Du6zCbrDBC
@HelenBevan
is the new normal!
“By questioning existing ideas, by opening new fields for action, change agents actually help
organisations survive and adapt to the 21st Century.”
Céline Schillinger
Image by neilperkin.typepad.com
@HelenBevan
@HelenBevan
What happens to heretics/radicals/rebels/mavericks
in organisations?
Source of image: findingmyself.net
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@HelenBevanSource: Lois Kelly http://www.slideshare.net/Foghound/rocking-the-boat-without-falling-out
@HelenBevan
Ostracism is experienced in the brain as deeply as physical pain
@HelenBevan
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
@HelenBevan
We need 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
@HelenBevan
What are the risks for a boat rocker?
1. Our experiences of “being different” can be fundamentally disempowering. This can lead us to conform because we see no other choice
we surrender a part of ourselves, and silence our commitment, in order to survive
2. leave the organisation
we cannot find a way to be true to our values and commitments and still survive
3. stridently challenge the status quo in a manner which is increasingly radical and self-defeating
this just confirms what we already know – that we don’t belong Source: adapted from Debra E Meyerson
@HelenBevan
@HelenBevan
@HelenBevanSource : Lois Kelly www.rebelsatwork.com
There’s a big difference between a rebel and a troublemaker
Rebel
@HelenBevan
Reflection
• What are your insights around “rebels” and “troublemakers”?
• What moves people from being “rebel” to “troublemaker”?
• How do we protect against this?
@HelenBevan
Peter Fuda’s Transformational Change Agent framework
Skills and methods for creating change
Ability to make sense of, and reshape perceptions of ‘reality’
Personal characteristics and qualities
@HelenBevan
Peter Fuda’s Transformational Change Agent framework: my perspective
“Doing”• Where most change agents
in health and care put most of their effort and emphasis
• What others typically judge us on
• What we often perceive we need to do to add value
• What most change and improvement courses focus on
@HelenBevan
Peter Fuda’s Transformational Change Agent framework: my perspective
“Seeing ” and “Being”• We can only do effective
“doing” if we build on strong foundations of “seeing and being”
• Change begins with me• Hopeful futures, creative
opportunities and potential• Multiple lenses for change • See myself in the context of
my higher purpose
@HelenBevan
"There’s only one corner of the universe you can be certain of improving, and that’s your own self." Aldous Huxley
Source of image: timcoffeyart.wordpress.com
@HelenBevan
“Being” as a change agent
Personal characteristics and qualities
@HelenBevan
Change begins with me
Source of image: jasonkeath.com
@HelenBevan
1. able to join forces with others to create action
2. able to achieve small wins which create a sense of hope, possibility and confidence
3. More likely to view obstacles as challenges to overcome
4. strong sense of “self-efficacy” belief that I am personally able to create the change
Four things we know about successful
boat rockers
Source: adapted from Debra E Meyerson
CHANGE
me
BEGINS WITH
@HelenBevan
Self-efficacy
There is a positive, significant relationship between the self-efficacy beliefs of a change agent and her/his ability to facilitate change
and get good outcomes
Source of image:www.h3daily.com
@HelenBevan
Source: @NHSChangeDay
@HelenBevan
Source: @NHSChangeDay
What is the issue here?
“permission” ? (externally generated)
or
Self efficacy ? (internally generated)
@HelenBevan
Building self-efficacy: some tactics
1. Create change one small step at a time
2. Reframe your thinking:
• failed attempts are learning opportunities
• uncertainty becomes curiousity
3. Make change routine rather than an exceptional
activity
4. Get social support
5. Learn from the best
@HelenBevan@HelenBevanImage copyright: http://13c4.wordpress.com/2007/02/24/50-reasons-not-to-change/
@HelenBevan@HelenBevan
@HelenBevan@HelenBevanSource: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
@HelenBevan@HelenBevan
Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
@HelenBevan@HelenBevan Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
@HelenBevan@HelenBevan
Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
@HelenBevan@HelenBevanSource: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
Make it a personal PERFORMANCE target.
@HelenBevan@HelenBevanSource: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
@HelenBevan@HelenBevan
Research from the Sales industry:How many NOs should we be seeking to get?
• 2% of sales are made on the first contact
• 3% of sales are made on the second contact
• 5% of sales are made on the third contact
• 10% of sales are made on the fourth contact
• 80% of sales are made on the fifth to twelfthcontact
Source: http://www.slideshare.net/bryandaly/go-for-no
@HelenBevan@HelenBevan
“Papers that are more likely to contend against the status quo are more likely to find an opponent in the review system—and thus be rejected —but
those papers are also more likely to have an impact on people across the system, earning them
more citations when finally published”
V. Calcagno et al., “Flows of research manuscripts among scientific journals reveal hidden submission patterns,”
Science, doi:10.1126/science.1227833, 2012.
—
@HelenBevan@HelenBevan
Being a great change agent is about knowing, doing,
living and being improvement
@HelenBevan@HelenBevan
Avedis Donabedian
“Ultimately, the secret of quality is love.
…… If you have love, you can then work backward to monitor and improve the system”.
@HelenBevan@HelenBevan
Key tactic :Out-love everyone else
Source of image: Bradley Burgess
@HelenBevan@HelenBevan
“Tomorrow’s management systems
will need to value diversity, dissent and
divergence as highly as conformance, consensus
and cohesion.”
Gary Hamel
Source of image: www.fastcompany.com
@HelenBevan@HelenBevan
@HelenBevan@HelenBevan
As you create your roadmap for the future, make sure you are part of the
steamroller, not part of the roadSaavik Wilcox-Hamilton
Source of quote: http://slidesha.re/1B6jrZw
“
“
@HelenBevan@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
@HelenBevan@HelenBevan
References and linksBaron 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 collaborationSlideShare
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
@HelenBevan@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 troubleHarvard 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