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Transcript of Rock the boat
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@HelenBevan #QIPSF2016
How to be a GREAT change agent
Dr Helen Bevan, OBEChief Transformation Officer
NHS England@HelenBevan
#ICRE2015
AND STAYING IN IT:
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@HelenBevan #QIPSF2016
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@HelenBevan #QIPSF2016
“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
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@HelenBevan #QIPSF2016
WHO makes change happen?
Source: adapted by Helen Bevan from Leandro Herrera
List A• The Transformation Programme
Board• The programme sponsor• The Programme Management
Office• The leads of the [insert number]
transformation work streams • The Clinical Director• The Team Leader /Unit Manager• The Change Facilitator
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@HelenBevan #QIPSF2016
WHO makes change happen?
List A• The Transformation Programme
Board• The programme sponsor• The Programme Management
Office• The leads of the [insert number]
transformation work streams • The Clinical Director• The Team Leader /Unit Manager• The Change Facilitator
List B• The mavericks and rebels• The deviants (positive). Who do
things differently and succeed• The contrarians, because they can• The nonconformists who see things
through glasses no one else has• The hyper-connected. Good or bad,
they spread behaviours, role model at a scale, set mountains on fire and multiply anything they get their hands on
• The hyper-trusted. Multiple reasons, doesn’t matter which ones
Source: adapted by Helen Bevan from Leandro Herrera
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@HelenBevan #QIPSF2016
WHO makes change happen?
List A• The Transformation Programme
Board• The programme sponsor• The Programme Management
Office• The leads of the [insert number]
transformation work streams • The Project Manager• The Team Leader /Unit Manager• The Change Facilitator
List B• The mavericks and rebels• The deviants (positive). Who do
things differently and succeed• The contrarians, because they can• The nonconformists who see things
through glasses no one else has• The hyper-connected. Good or bad,
they spread behaviours, role model at a scale, set mountains on fire and multiply anything they get their hands on
• The hyper-trusted. Multiple reasons, doesn’t matter which ones
Source: adapted by Helen Bevan from Leandro Herrera
People who live and
perform in formal
organisation land and
people with the power
who have make or break
change are two different
lists (and we need BOTH)
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@HelenBevan #QIPSF2016
What’s the evidence?The failure of large scale
transformational change projects is rarely due to the content or
structure of the plans that are put into action
To make transformational change happen we need to connect networks
of people who ‘want’ to contribute
http://iedp.com/articles/vertical-leadership/?utm_source=Sign-Up.to&utm_medium=email&utm_campaign=13787-257163-Campaign+-+01%2F09%2F2016
Source: David Dinwoodie (2015)
It’s much more about the role of informal networks in the
organisations/systems affected by change
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@HelenBevan #QIPSF2016
Change is changing
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@HelenBevan #QIPSF2016
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
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@HelenBevan #QIPSF2016
Source: Bromford P (2015), ”What’s the difference between a test and a pilot?”
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@HelenBevan #QIPSF2016
Acceleration of connectedness
Change is changing
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@HelenBevan #QIPSF2016
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@HelenBevan #QIPSF2016
Hierarchical power
Change is changing
Acceleration of connectedness
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@HelenBevan #QIPSF2016
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@HelenBevan #QIPSF2016
Change is changing
Hierarchical power
Acceleration of connectedness
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@HelenBevan #QIPSF2016
The Challenges
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@HelenBevan #QIPSF2016
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@HelenBevan #QIPSF2016
Change is changing
Hierarchical power
Change from the edge
Acceleration of connectedness
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@HelenBevan #QIPSF2016
http://www.slideshare.net/Openpolicymaking/policy-lab-slide-share-introduction-final
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@HelenBevan #QIPSF2016##FabChangeDay
Why go to the edge?
“ Leading from the edge brings us into contact with a far wider range
of relationships, and in turn, this increases our potential for diversity in terms of thought, experience and background. Diversity leads to more
disruptive thinking, faster change and better outcomes
Aylet Baron
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@HelenBevan #QIPSF2016
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
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@HelenBevan #QIPSF2016
The Network Secrets of Great Change AgentsJulie Battilana &Tiziana Casciaro
As a change agent, my centrality in the informal network is more important
than my position in the formal hierarchy
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@HelenBevan #QIPSF2016
People who are highly connected have twice as much power to
influence change as people with hierarchical power
Leandro Herrerohttp://t.co/Du6zCbrDBC
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@HelenBevan #QIPSF2016
Is your change process a cathedral or a bazaar?
http://www.unterstein.net/su/docs/CathBaz.pdf
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@HelenBevan #QIPSF2016
We have a lot of cathedrals
Source: Sewell (2015) : Stop training our project managers to be process junkies
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@HelenBevan #QIPSF2016
“I have some Key Performance
Indicatorsfor you”
or
“I have a dream”
Source: @RobertVarnam
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@HelenBevan #QIPSF2016
“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
is the new normal!
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@HelenBevan #QIPSF2016
“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
“The single biggest mistake to avoid? Creating disruption at work. Focus on developing relationships, not disrupting and alienating people. Peter Vander Awera on learning from setbacks and failures
is the new normal!
##FabChangeDay
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@HelenBevan #QIPSF2016
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
What happens to heretics/radicals/rebels/mavericks
in organisations?
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
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#SHCR @HelenBevan #IQTGOLD#SCHR @HelenBevanSource: Lois Kelly http://www.slideshare.net/Foghound/rocking-the-boat-without-falling-out
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
We need rebels!•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
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
‘If you put fences around people, you get sheep. Give people the room they
needWilliam L McKnight
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
We need to create more boat rockers!• Rock the boat but manage to
stay in it• Walk the fine line between
difference and fit, inside and outside
• Conform AND rebel• Capable of working with
others to create success NOT a destructive troublemaker
Source: Debra Meyerson
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#SHCR @HelenBevan Source : Lois Kelly www.foghound.com
There’s a big difference between a rebel and a troublemaker
Rebel
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
Reflection
• What are your insights around “rebels” and “troublemakers”?
• What moves people from being “rebel” to “troublemaker”?
• How do we protect against this?
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#SHCR @HelenBevan Source : Lois Kelly www.rebelsatwork.com
There’s a big difference between a rebel and a troublemaker
Rebel
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
Change starts with me
Source of image: jasonkeath.com
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
‘I do not think you can really deal with change without a person asking real
questions about who they are and how they belong in the world’
David Whyte, The Heart Aroused 1994
Source of image: fistfuloftalent.com
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
1. able to join forces with others to create action2. able to achieve small wins which create a sense
of hope, possibility and confidence3. More likely to view obstacles as challenges to
overcome4. 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
meBEGINS WITH
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
Self-efficacy
“If you think you can or think you
can't, you are right.”
Henry Ford
“The ability to act is tied to a belief that it is possible to do so”
Albert Bandura
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
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
Source: @NHSChangeDay
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
Source: @NHSChangeDay
What is the issue here?“permission” ?
(externally generated)or
Self efficacy ? (internally generated)
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
Building self-efficacy: some tactics1. Create change one small step at a time2. Reframe your thinking:• failed attempts are learning opportunities• uncertainty becomes curiousity
3. Make change routine rather than an exceptional activity4. Get social support5. Learn from the best
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#SHCR @HelenBevan Image copyright: http://13c4.wordpress.com/2007/02/24/50-reasons-not-to-change/
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
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#SHCR @HelenBevan
C http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
Make it a personal PERFORMANCE target.
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
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 twelfth
contact
Source: http://www.slideshare.net/bryandaly/go-for-no
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
“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.
—
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
Being a great change agent is about knowing, doing, living and being improvement
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17Avedis Donabedian
“Ultimately, the secret of quality is love.…… If you have love, you can then work backward to monitor and improve the system”.
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17Project Aristotle: http://qz.com/625870/after-years-of-intensive-analysis-google-discovers-the-key-to-good-teamwork-is-being-nice/
After years of intensive analysis, Google discovers that the key to high performing,
innovative teams is being nice
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
Key tactic :Out-love everyone else
Source of image: Bradley Burgess
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#SHCR @HelenBevan # @HelenBevan #ngdpcohort17
Four ways to connect!
1. Follow us on Twitter@HelenBevan@School4Radicals
2. Subscribe to theedge.nhsiq.nhs.uk
3. Get materials from theedge.nhsiq.nhs.uk/school
…and sign up for our monthly #EdgeTalkstheedge.nhsiq.nhs.uk/edgetalks