Module3EnablingCulturesofR&I

ObjectivesfortheDay•  Iden5fiedwhoweneedandwanttoconnectwithaninfluenceinourownorganisa5onandhealthandsocialcareeconomytobuildculturesofR&I.

•  Bemoreawareofourusualinfluencingstyle,itsstrengthsandweaknesses

•  Furtherdevelopedourinfluencingskillsandbemoreawareofhowtoflexthestylesweemploywithdifferentstakeholders

•  UnderstandmoreabouttheworkandroleoftheAHSN•  Agreedournextsteps

Developinganursingmidwives&AHPstrategyVideointerviewwithProfAngelaTod,PreviouslyatUniversityofManchester/CMFT

Applicationofresearchcapabilityframework Let’sstarttogetspecific…….

Researchcapability

1.Individuals

2.Teams

3.Organisa5ons

4.Networks&supportunits

Structurallevelsofresearchdevelopmentac5vity

BMCFamilyPrac5ce2005JoCooke

Levelsofintervention

Level Interven*ons

Individual PDP,supportforfellowships,

Team Co-produc5onofknowledge(workingonjointproject),developingtheteamculture

Organisa5ons Mentorshipscheme,networkswithinorganisa5on,visibilityofsupportforR7I

Supraorganisa5on

Principlesofresearchcapabilitybuilding

1.  Skills&confidencebuilding(training&opportunitytoapplyskills)

2.  Developinglinkages&partnerships(HEI,industry,interprof.)

3.  Ensuringresearchisclosetoprac5ce(serviceuserandproviderperspec5ves)

4.  Developingappropriatedissemina5on

5.  Investmentsininfrastructure

6.  Buildingsustainabilityandcon5nuity

BMCFamilyPrac5ce2005JoCooke

JuliaReynolds

HealthcareLeadershipModelTheHealthcareLeadershipModelismadeupofninebehaviouraldimensions:

• Inspiringsharedpurpose• Sharingthevision• Leadingwithcare• Evalua5nginforma5on• Connec5ngourservice• Engagingtheteam• Holdingtoaccount• Developingcapability• Influencingforresults*

InCluencingforresults

Whatitis:•  Decidinghowtohaveaposi5veimpactonotherpeopleregardingR&I

•  Buildingrela5onshipstorecogniseotherpeople’spassionsandconcernsaboutR&I

•  Usinginterpersonalandorganisa5onalunderstandingtopersuadeandbuildcollabora5onaroundR&I

ProCicient

Adap5ngmyapproachtoconnectwithdiversegroupsaroundR&I

•  DoIadaptmycommunica5ontotheneedsandconcernsofdifferentgroupsregardingR&I?

•  DoIusestories,symbolsandothermemorableapproachestoincreasemyimpact?

•  DoIcheckthatothershaveunderstoodmeregardingR&I?•  DoIcreateformalandinformaltwo-waycommunica5onchannelssoIcanbemorepersuasive?

Strong

Developingcollabora5veagendasandconsensus•  DoIuse‘networksofinfluence’todevelopconsensusandbuy-inaboutR&I?

•  DoIcreatesharedR&Iagendaswithkeystakeholders?

•  DoIuseindirectinfluenceandpartnershipsacrossorganisa5onstobuildwidesupportformyR&Iideas?

•  DoIgiveandtake?

Researchcapability

1.Individuals

2.Teams

3.Organisa5ons

4.Networks&supportunits

Skills&conf Con5nuity

BMCFamilyPrac5ce2005JoCooke

InCluencingOthers

•  Howimportantisthistoyou(regardingR&I)?

•  Inwhatsitua5onsdoyouneedtobeinfluen5al?

•  Whatissues,problemsorfrustra5onscanoccur?

•  Whatdoyouneedinordertobeinfluen5al?

Whatdowemeanbyin#luencing?

•  Gehngotherpeopletodowhatyouwantthemtodo.•  •  Changingotherpeoples’behaviourthroughpersuasion.

•  Influencemaybeimplicitandunrecognisedbythepartybeinginfluenced.

LeadersandInCluence“Leadersinfluenceothersbywhattheysay,howtheysayitandwhattheydo”

MariManthe

Exercise

•  Inpairs

•  NameasAandBs

•  A’stogivesomethingprecioustoB’s

•  A’stoleavetheroom.

Individualpower

1.  Physical2.  Resource3.  Expert4.  Posi5on5.  Personal(CharlesHandy)

WIIFY/WIIFM?

Organisation

BarryOshry:SeeingSystems

Top

Middle

Bottom

Customer Customer

Customer Customer

TopOverload

MiddleCrunch

BokomDisregard

CustomerNeglect

TopOverload SuckItUp Burdened

BokomDisregard HoldThemResponsible Oppressed

MiddleCrunch SlideinBetween Torn

Customer RighteouslyNeglect HoldITResponsible Screwed

Condition Response Experience

CenterRing•  Increasedawareness/empathy/understanding•  Don’ttakeitpersonally•  Stayfocused•  Don’tgethookedby“Stuff”•  Bestrategic--takeothers’worldsintoaccount

•  Easetheircondi5on•  Partnership

InCluencingUpandDownIdeas?

HowdoIapproachthisperson?Feelings,thoughts,values,priori5esandneeds

Iloseyouwin(martyr)

ACCOMODATION

Iwinyouwin(asser*ve)

COLLABORATION

Iloseyoulose(cynical)

APATHY/WITHDRAWAL

Iwinyoulose(aggressive/bullying)

COMPETITION

Imeetmyneeds-courage

Imeetyourneeds-concern

InCluencingStyleCompleteques5onnaireHowdoyouseeyourselformightlikeotherstoseeyou?

Promo*ngstyleInfluencethroughcommonvision

Dominantrisktaker/proac5ve

Facilita*ngstyleInfluencethroughpar5cipa5on+co-opera5on

Unassumingriskavoider-goesalongwith

ControllingstyleInfluencesthroughrewardandpressure

Contained-doesnotshowemo*on,taskorientated,says“Ithink”

Expansive-showsemo*on,peopleorientated,says“Ifeel”

Analy*calstyleInfluencesthroughlogicalpersuasion

Promo*ngstyleBuildstrustbyopennessMakesbolddecisionsDominantandemo5onal

Dominantrisktaker/proac5ve

Facilita*ngstyleBuildstrustbyacceptanceMakesdecisionswithreferencetootherpeopleUnassumingandemo5onal

Unassumingriskavoider-goesalongwith

ControllingstyleBuildstrustbycongruencyMakesbalanceddecisionsDominantandnonemo5onal

Contained-doesnotshowemo5on,taskorientated,says“Ithink”

Expansive-showsemo5on,peopleorientated,says“Ifeel”

Analy*calstyleBuildstrustbyreliabilityMakesdecisionscarefullyanerdetailsstudied.Unassumingandnonemo5onal

Promo*ngstyleShowinterestin:• Broadbrush• VisionandFuture• Innova5onAllownewideas,limelight+futureinvolvement

Dominantrisktaker/proac5ve

Facilita*ngstyleShowinterestin:• People• Personalaken5on• TheTeamAllowtobehelpful,co-opera*ve,talkaboutpeopleUnassumingriskavoider-goesalongwith

ControllingstyleShowinterestin:• Results• Achievement• GoalsAllowindependentdecisions,demonstra*onofachievement,totalkaboutresults

Contained-doesnotshowemo5on,taskorientated,says“Ithink”

Expansive-showsemo5on,peopleorientated,says”Ifeel”

Analy*calstyleShowinterestin:• Facts+figures• Pastperformance• Detail+knowledgeAllowtoanalyse,showfigures,demonstrateknowledge,preparemee*ngs

Toincrease“Dominant”• Pickuppace• Speakandmovemorequickly• Ini5ateconversa5ons• Usedirectstatements• Communicatewithintensity• Actonjudgement• Challenge/disagree• Increaseeyecontact

Todecrease“Dominant”• Slowdown• Talkandmovemoreslowly• Seekandacknowledgeviewsofothers• Sharedecisionmaking• Pausee.g.indiscussions• Refrainfromcri5cism+challenge• Moderatewordsusedindisagreements• Nego5ateandfacilitate• Don’tpush• Reduceeyecontact

Toincrease“Openemo5onal”• Sharefeelings• Respondtoothersfeelings• Paypersonalcompliments• Usefriendlylanguage• Take5metodeveloprela5onship• Loosenup

Todecrease“Openemo5onal”• Getrighttotask• Keeplogical+factual• Keeptoagenda• Limitenthusiasm+physicality

Promo*ngstyle Facilita*ngstyle

Controllingstyle Analy*calstyle

StepstoSuccessfulInCluencing•  Credibility-e.g.skills,research,qualifica5ons

•  Establishtheirneeds

•  Matchtheirneeds

•  Proof/evidenceforwayforward

•  Firststep-agreeandtake

Owl,fox,donkey,sheep(SimonBaddleyandKimJames)

Politically Clever (fox) Psychological Game Playing

Aware Wise (owl) Acting with Integrity

Politically

Innocent (sheep) unaware

Inept (Donkey)

Google+Groups

•  Whatareyoutakingawaytoday?•  Whodoyouwant/needtoinfluence?•  Whatwillhelporsupportthis?•  Howmightyouusesocialmediae.g.Google+tofacilitatethese?

•  What’syourcommitmenttoconnec5ngbeforenextworkshop?

NextSteps

•  ConnectwithR&D&IandotherkeystakeholdersandreportbacktoGoogle+Groupandbereadytoshareonworkshop4.

•  CompleteTeamPerformanceAssessment:Selfand3membersofTeam

•  Google+Grouptoconnectbeforenextmee5ng:What’sthecommitment?