workshop to inspire, motivate and connect future leaders

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http://www.theedge.nhsiq.nhs.uk/school/

In the near future, the edges will be where almost all high-value work will be done..http://www.jarche.com/2014/01/moving-to-the-edges/

Leading from the edgeHelen Bevan@HelenBevan

@HelenBevanFor those of you who attended theGreater Manchester Graduate Xchange20th November 2015

Some learning reinforcement after a short space of time helps to retain learningCasebourne I (2015) Spaced Learning: An Approach to Minimize the Forgetting Curve https://www.td.org/Publications/Blogs/Science-of-Learning-Blog/2015/01/Spaced-Learning-an-Approach-to-Minimize-the-Forgetting-Curve

@HelenBevanThese ideas come from theedge.nhsiq.nhs.uk/school

New term started 4.2.16

@HelenBevan The School has been formally evaluated by the Chartered Institute for Personnel & Developmenthttp://theedge.nhsiq.nhs.uk/school/school-evaluation/

Howhas the School for Health and Care Radicals made a difference?

@HelenBevan The School has been formally evaluated by the Chartered Institute for Personnel & DevelopmentChange knowledgeSense of purpose & motivation to improve practiceAbility to challenge the status quoRocking the boat & staying in itConnecting with others to build support for change

Statistically significant positive effect on EVERY dimension of impact at both individual and organisational level

@HelenBevan

The Fundamental Law of Conventional Conferences

The sum of the expertise of the people in the audience is greater than the sum of expertise of the people on stageDave Winer

Source of image: www.citynet.com

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Source: http://www.slideshare.net/alwynlau/learning-theories-learner-needs

@HelenBevan

Source: @NHSChangeDay

@HelenBevan

New truths begin as heresies (Huxley, defending Darwins theory of natural selection)Source of image: installation by the artist Adam Katzwww.thisiscolossal.com

Via @NeilPerkin

@HelenBevan

@HelenBevanStarts on the fringe (at the edge)Starts with the activistsGary Hamel

always

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Tomorrow belongs to those who can hear it comingDavid Bowie

@HelenBevanIf I put my ear down on the railroad track, I can hear the train coming, and we aint ready

Ray Smith, former Chairman and CEO of Bell Atlantic

Source of image: cubimention.net

@HelenBevanThe Five Year Forward View

Mentionsradical 12 timestransformation/transformational 13 timeschange 42 times

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@HelenBevan

What is happening with change?

@HelenBevan

DIGITALCONNECTIONWhat is happening with change?

@HelenBevan

Work complexityDIGITALCONNECTIONWhat is happening with change?

@HelenBevan

DIGITALCONNECTION

Hierarchical power

Work complexityWhat is happening with change?

@HelenBevan

DIGITALCONNECTION

Hierarchical power

Work complexity

Change from the edgeWhat is happening with change?

@HelenBevanMoving to the edge Traditional R&D is no longer sufficient. Big companies invest in innovation centers; some aim to act like start ups, others set out to partner with or acquire them.Either way, innovation centers spark new ideas, experiment faster, fail faster and gain momentum to affect HQ and force change from the outside inDisruptive technology trends 2016-2018

@HelenBevanWhy 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 outcomesAylet Baron

@HelenBevanJeremy Heimens TED talk What new power looks like https://www.youtube.com/watch?v=j-S03JfgHEA

old power

new powerCurrency

Held by a few

Pushed down

Commanded

Closed

TransactionCurrent

Made by many

Pulled in

Shared

Open

Relationship

@HelenBevanThe 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

@HelenBevanPeople who are highly connected have twice as much power to influence change as people with hierarchical powerLeandro Herrerohttp://t.co/Du6zCbrDBC

@HelenBevanPeople at every level recognise that things arent rightLegacy constructs that enforce bureaucracy through command-and-control structures with gated handovers between organizational silos are pervasive across large organisations. These processes were built to mitigate risk for an environment that doesnt exist today. With this in mind, many organisations are looking for ways to improve employee participation in the organisations strategy and in turn, increase retention rates and hold on to the great people theyve already invested in. This results in a radical shift in the existing work constructs

Thoughtworks, The unfinished business of organizational transformation

@HelenBevanSuccess.depends on having an open, engaging, and iterative process that harnesses the energies of clinicians, patients, carers, citizens, and local community partners including the independent and voluntary sectors, and local government

Sustainability and Transformation Plans

@HelenBevanTomorrows management systems will need to value diversity, dissent and divergence as highly as conformance, consensus and cohesion.Gary Hamel

Image by neilperkin.typepad.comThe 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!

@HelenBevanWe need rebels!

The principal champion of a change initiative, cause or actionRebels dont wait for permission to lead, innovate, strategiseThey are responsible; they do what is rightThey name things that others dont see yetThey point to new horizonsWithout rebels, the storyline never changes

Source : @PeterVan http://t.co/6CQtA4wUv1

@HelenBevanIf you put fences around people, you get sheep. Give people the room they needWilliam L McKnight

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What happens to heretics/radicals/rebels/mavericks in organisations?

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@HelenBevan

Source: Lois Kelly http://www.slideshare.net/Foghound/rocking-the-boat-without-falling-out

@HelenBevanWe need to be boatrockers!Walk the fine line between difference and fit, inside and outside, rock the boat but manage to stay in itAble to challenge the status quo when we see that there could be a better wayConform AND rebelCapable of working with others to create success NOT a destructive troublemaker

Source: Debra Meyerson

@HelenBevanWhat are the risks for a boat rocker?Our experiences of being different can be fundamentally disempowering. This can lead us to conform because we see no other choice

Source: adapted from Debra E Meyerson

@HelenBevanWhat are the risks for a boat rocker?Our experiences of being different can be fundamentally disempowering. This can lead us to conform because we see no other choicewe surrender a part of ourselves, and silence our commitment, in order to survive

Source: adapted from Debra E Meyerson

@HelenBevanResearch shows the psychological distress that comes with inauthentic behaviour "Staying true to yourself matters, even if it is difficult, because we notice that there is a cost involved in straying too far from your personal values.It seems to be true that to act in accordance with ones own self, emotions, and values is a fundamental aspect of well-being,F. Gino, Maryam Kouchaki and Adam D. Galinsky (2015) The moral virtue of authenticity: how inauthenticity produces feelings of immorality and impurity Psychological Science July 2015

@HelenBevan

@HelenBevanWhat are the risks for a boat rocker?Our experiences of being different can be fundamentally disempowering. This can lead us to conform because we see no other choicewe surrender a part of ourselves, and silence our commitment, in order to surviveleave the organisationwe cannot find a way to be true to our values and commitments and still survivestridently challenge the status quo in a manner which is increasingly self-defeatingthis just confirms what we already know that we dont belong

Source: adapted from Debra E Meyerson

@HelenBevanResearch shows the psychological distress that comes with inauthentic behaviour it is important to note that a threat to someones moral self-concept is different from other negative states of mind such as feeling confused, disrespected, or overwhelmed. Clear instructions, positive feedback, and flexible hours are all undoubtedly appreciated, but for leaders who want to keep their employees engaged for as long as possible, understanding their need for a positive moral self-concept might be keyF. Gino, Maryam Kouchaki and Adam D. Galinsky (2015) The moral virtue of authenticity: how inauthenticity produces feelings of immorality and impurity Psychological Science July 2015

@HelenBevan

Source : Lois Kelly www.foghound.com

Theres a big difference between a rebel and a troublemaker

Rebel

@HelenBevan

@HelenBevanReflectionWhat are your insights around rebels and troublemakers?What moves people from being rebel to troublemaker?How do we protect against this?

@HelenBevan

Source : Lois Kelly www.rebelsatwork.com

Theres a big difference between a rebel and a troublemaker

Rebel

@HelenBevanP