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North Tees and Hartlepool NHS Foundation Trust
Clinical Leadership Development Programme
Leadership and Improvement
All working life in NHSDiagnostic Radiographer and teacherImprovement roles since 1994
BPR Leicester Royal Infirmary 1994 - 1999National Patients ‘Access Team 1999 - 2002NHS Modernisation Agency 2002 – 2005NHS Institute for Innovation and Improvement 2005 -2008
Awarded OBE for services to NHS 2003Visiting professor University of Derby 2008
[email protected] Improvement: 17 years and still learning
Understanding the skill of improvement Linking strategic goals and frontline
improvements
What tools and techniques, knowledge and skills are needed to make good sustainable improvements?
If you are familiar with ‘Lean’ ‘LIPS’ ‘Productive Ward’’, what are the underpinning tools and techniques
Any improvement is a change◦not every change is an improvement◦but we cannot improve something unless
we change it
Eliyahu GoldrattGoldratt E (1990) Theory of Constraints, North River
Press, Massachusetts
Any improvement is a change any change is a perceived threat to security◦there will always be someone who will
look at the suggested change as a threat
Eliyahu Goldratt
Any improvement is a change any change is a perceived threat to security
any threat to security gives rise to emotional resistance◦ you can rarely overcome emotional resistance
with logic alone
Eliyahu Goldratt
“Anyone who thinks you can
overcome emotional
resistance with logic was probably
never married”
Any improvement is a change any change is a perceived threat to
security any threat to security gives rise to
emotional resistance emotional resistance can only be
overcome by a stronger emotion
Eliyahu Goldratt
What to change?◦ Pin point the core problems
What to change to?◦ Construct (simple) practical solutions
How to cause the change?◦ Induce the appropriate people to invent such solutions ◦ they must own the problem
Eliyahu GoldrattGoldratt E (1990) Theory of Constraints, North River
Press, Massachusetts
1. Set Direction: Mission, Vision and Strategy
Make the status quo uncomfortable
Make the future attractive
3. Build Will•Plan for improvement•Set aims/allocate resources•Measure system
performance•Provide encouragement•Make financial linkages•Learn subject matter
5. Execute Change•Use Model for Improvement for
design and redesign•Review and guide key initiatives•Spread ideas•Communicate results•Sustain improved levels of performance
4. Generate Ideas•Understand organisation as a
system•Read and scan widely, learning
from other industries and disciplines
•Benchmark to find ideas•Listen to patients• Invest in research and
development•Manage knowledge
2. Establish the Foundation•Prepare personally•Choose and align the senior
team
•Build relationships•Develop future leaders
•Reframe operating values•Build improvement capability
Source: Robert LloydExecutive Director Performance Improvement
Institute for Healthcare Improvement January 16, 2007
Knowledge of Systems
Theory of knowledge
Knowledge about Variation
Knowledge of Psychology
W Edwards Deming (1994) The New Economics
4 equally important parts of improvement
Diagnostic tools e.g. Process and systems
thinking
Project and programme
management
User and public involvement
Change management
Discipline of improvement in health and social care (Penny 2003)
People Process
What
How
Diagnostic tools e.g. Process and systems
thinking
Project and programme
management
User and public involvement
Change management
Discipline of improvement in health and social care (Penny 2003)
People Process
What
How
Macro
Meso
Micro
©Profound Knowledge Products, Inc. 2008 All Rights Reserved
Ask yourself
•What are the problems that cause the bigger problem?
•What are you trying to achieve? (aim for each driver)
•How will you know a change is an improvement ? (outcome measures for each driver )
Drivers
Which in turn contribute directly to the ‘bigger’ aim
AimThe ‘big’ dots
Ask yourself
•What is the big (possibly strategic) problem you are addressing?
•What are you trying to achieve? (aim)
•How will you know a change is an improvement ? (outcome measures)
Ask yourself
What changes can you make that will result in the improvement you seek?
•What are the change ideas / interventions/ solutions to test with PDSA cycles before implementing?
•How will you know a change is an improvement? (process measures for each intervention)
Intervention 1
Intervention 2
Intervention 3
Intervention 1
Intervention 2
Intervention 3
Intervention 1
Intervention 2
Intervention 3
Interventions The ‘small’ frontline dots
Contribute directly to the drivers
Intervention 1
Intervention 2
Intervention 3
Intervention 1
Intervention 2
Intervention 3
Intervention 1
Intervention 2
Intervention 3
The interventions / change ideas that contribute directly to secondary drivers
Secondary Drivers:Contribute directly to
primary drivers
Intervention 1
Intervention 2
Intervention 3
Intervention 1
Intervention 2
Intervention 3
?
Primary Drivers:Contribute
directly to the strategic aim
The strategic aim (and
big problem)
Reducing harm in perioperative
care
Reduce surgical site infections
Improve team work and
communications
Appropriate use of prophylactic antibodies
Maintain normothermia
Maintain glycaemic control in known diabetes
Use recommended hair removal methods
Use of the WHOSurgical safety checklist
Primary Drivers Secondary Drivers
Ref. Patients Safety First
North Tees and Hartlepool NHS Foundation TrustCorporate strategy 2010 – 2015• Patient safety• Patient satisfaction• Staff satisfaction• Provider of choice• Quality of services• Governance and mandatory services• Financial stability • New facilitates• Care delivered closer to home
‘High level Aims and objectives’Pages 26 - 29
Intervention 1
Intervention 2
Intervention 3
Intervention 1
Intervention 2
Intervention 3
Intervention 1
Intervention 2
Intervention 3
The interventions / change ideas that contribute directly to secondary drivers
Secondary Drivers:Contribute directly to
primary drivers
Intervention 1
Intervention 2
Intervention 3
Intervention 1
Intervention 2
Intervention 3
?
Primary Drivers:Contribute
directly to the strategic aim
The strategic aim (and
big problem)
The Model for Improvement breaks things down into small steps and works of the ‘little dots’ – at the frontline
These small steps should be part of the answer to the question of how to move the big dots
Align all improvement projects to strategy
What are we trying toaccomplish?
How will we know that achange is an improvement?
What change can we make thatwill result in improvement?
Model for ImprovementUnderstanding the problem. Knowing what you’re trying to do - clear and desirable aims and objectives
Measuring processes and outcomes
What have others done? What hunches do we have? What can we learn as we go along?Langley G, Moen R, Nolan K, Nolan
T, Norman C, Provost L, (2009), The improvement guide: a practical approach to enhancing organizational performance 2nd ed, Jossey Bass Publishers, San Francisco
• The more specific the aim, the more likely the improvement
• Repeated clarification - without it aims drift
• Meet needs of external customers
Ishikawa (Fishbone) Diagrams
PPPP
People Place
Procedures Policies
‘The 80-20 Rule’ ‘The Law of the Vital Few’ For many phenomena,
80% of the consequences stem from20% of the causes
Observation that 80% of income went to 20% of the population
Vilfredo Pareto, 1906
What are we trying toaccomplish?
How will we know that achange is an improvement?
What change can we make thatwill result in improvement?
Model for ImprovementUnderstanding the problem. Knowing what you’re trying to do - clear and desirable aims and objectives
Measuring process, outcomes and balancing
What have others done? What hunches do we have? What can we learn as we go along?Langley G, Moen R, Nolan K, Nolan
T, Norman C, Provost L, (2009), The improvement guide: a practical approach to enhancing organisational performance 2nd ed, Jossey Bass Publishers, San Francisco
Aspect Improvement Accountability Research
Aim Improvement of care Comparison, choice, reassurance, spur for
change
New knowledge
Methods:
• Test Observability
Tests are observable No test; merely evaluate current performance
Test blinded or controlled tests
• Bias Accept consistent bias Measure and adjust to reduce bias
Design to eliminate bias
• Sample Size “Just enough” data, small sequential samples
Obtain 100% of available, relevant data
“Just in case” data
• Flexibility of
Hypothesis
Hypothesis flexible, changes as learning takes
place
No hypothesis Fixed hypothesis
• Testing Strategy Sequential tests No tests One large test
• Determining if a Change is an Improvement
Run charts or control charts
No change focus Hypothesis, statistical tests (t-test, F-test, chi
square), p-vlaues
• Confidentiality of the Data
Data used only by those involved with improvement
Data available for public consumption and review
Research subjects’ identities protected
Robert Lloyd Executive Director IHI adapted from Solberg L, Mosser G, Mcdonald S (1997) Three faces of performance
measurement: Improvement, accountability and research Journal of Quality Improvement Vol. 3 No 3
540
550
560
570
580
590
600
610
2007 2008
300
350
400
450
500
550
600
650
Jan-07
Feb-07
Mar-07
Apr-07 May-07
Jun-07
Jul-07 Aug-07
Sep-07
Oct-07 Nov-07
Dec-07
Jan-08
Feb-08
Mar-08
Apr-08 May-08
Jun-08
Jul-08 Aug-08
Sep-08
Oct-08 Nov-08
Dec-08
Somethingvery important!
Lastmonth
Thismonth
What actionis appropriate?
21.6 23.9 23.3 22.6 28.8 22.7 23.822.8 28.7 22.9 24.2 23.3 28.6 22.8 23.9 23.2 23.7 28.5 23.2 23.5 23.1 27.7
What does this data tell us?What does this data tell us?
Mean = 24.4
0
5
10
15
20
25
30
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22
Wee
kly
pro
du
ctio
n v
olu
me
July Aug OctSeptWeek
What does this data tell us?What does this data tell us?
0102030405060708090
Day
1 4 7 10 13 16 19
Seco
nds
to
answ
er p
hon
e
Seven one side
Seven down (or up)
DO
Look for a run of seven points all above or all below the centre line or all increasing or all decreasing
Average length of pre-ward stayStroke Ward
from 01/2007 to 07/2007
0
0.5
1
1.5
2
2.5
3
3.5
1 2 3 4 5 6 7Months
Mike Davidge NHS Institute for Innovation and
Improvement
Average length of pre-ward stayStroke Ward
from 01/2007 to 07/2007
0.0
1.0
2.0
3.0
4.0
5.0
6.0
7.0
8.0
9.0
1 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31
Weeks
Patient length of pre-ward stay Stroke Ward
from 01/2007 to 07/2007
0.0
5.0
10.0
15.0
20.0
25.0
30.0
35.0
Patients
North Tees and Hartlepool NHS
Foundation Trust
Corporate strategy 2010 – 2015
Strategic measures•Patient safety•Patient satisfaction•Staff satisfaction•Provider of choice•Quality of servicesEtc etc
Ask yourself
•What are the problems that cause the bigger problem?
•What are you trying to achieve? (aim for each driver)
•How will you know a change is an improvement ? (outcome measures for each driver )
Drivers
Which in turn contribute directly to the ‘bigger’ aim
AimThe ‘big’ dots
Ask yourself
•What is the big (possibly strategic) problem you are addressing?
•What are you trying to achieve? (aim)
•How will you know a change is an improvement ? (outcome measures)
Ask yourself
What changes can you make that will result in the improvement you seek?
•What are the change ideas / interventions/ solutions to test with PDSA cycles before implementing?
•How will you know a change is an improvement? (process measures for each intervention)
Intervention 1
Intervention 2
Intervention 3
Intervention 1
Intervention 2
Intervention 3
Intervention 1
Intervention 2
Intervention 3
Interventions The ‘small’ frontline dots
Contribute directly to the drivers
What are we trying toaccomplish?
How will we know that achange is an improvement?
What change can we make thatwill result in improvement?
Model for ImprovementUnderstanding the problem. Knowing what you’re trying to do - clear and desirable aims and objectives
Measuring processes and outcomes
Change ideas: What have others done? What hunches do we have? What can we learn as we go along?
Langley G, Moen R, Nolan K, Nolan T, Norman C, Provost L, (2009), The improvement guide: a practical approach to enhancing organisational performance 2nd ed, Jossey Bass Publishers, San Francisco
Solution / change in
organisation A
Change principle Change principle
Solution / change in
organisation B
PDSA cycle for learning and improvement
Act
• what changes are to be made?
• next cycle?
Plan
•objective• questions and predictions (why)• plan to carry out the cycle (who, what, where, when)
Study
•complete the analysis of the data
•compare data to predictions
•summarise what was learned
Do
• carry out the plan• document problems and unexpected observations• begin analysis of the data
We planned to….. ( state the basic plan) In order to ….. (tie it back to the Aim)
What we did was….. (brief description of actions)
Looking at what happened, what we learned from this was….. ( lessons learned)
What we plan to do next is …. (state next plan)
© Paul Plsek
P
D
S
A
PDSA
PDSA
PDSA
PDSA
PDSA
Data Driven Change
Change in Team Culture
Hunches
Theories
Ideas
Aim•What am I trying to achieve?•How will I know a change is an improvement?•What changes can I make that will result in the improvement
Need to start small!!
Affection Trust
Distrust Respect
Extent to which I believe
you care about me
Extent to which I believe you are competent and capable
LOW
HIGH
HIGH
Adapted from P Scholtes (1998) The Leaders’ Handbook; McGraw Hill
Think quietly by your self for a few minutes
What are we trying toaccomplish?
How will we know that achange is an improvement?
What change can we make that
will result in improvement?
Model for Improvement