change leadership because · 2016-10-19 · 3 at the end of the webinar, you will: understand the...
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Change Leadership – because management isn’t enough
Speakers: Dan Merritt, Graham Dickson, Dale Schierbeck
Moderator: Kelly Grimes October 19, 2016 CHLNet/LEADS Collaborative Webinar Series
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The Challenges of Change
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At the end of the webinar, you will:
Understand the relationship between change leadership and change management; and the importance of growing change leadership.
Explore current challenges of change, and how change leadership [LEADS] applies to them.
Identify leadership practices to guide her/him in efforts to conduct modern health reform.
Learning Outcomes
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Poll: Your Change Experiences
Select the statements that reflect your experiences with change:
1. Lack of effective communication/engagement.
2. Lack of leadership.
3. Lack of organizational capacity (competing priorities, insufficient resources).
4. Implemented successfully (on track and on budget) but the change was not sustained.
5. Unbelievably successful – we wrote the book!
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Partnership
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So What’s Missing?
L – Lead Self
E – Engage Others
A – Achieve Results
D – Develop Coalitions
S – Systems Transformation
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Models of Change Management and
Change Leadership
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Change management is not change leadership—but they must dance together
Management brings structure and logic; leadership brings creativity and a people focus.
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Some Change Leadership Lessons
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Some Key Concepts re Change
Continuous
Relentless
Large scale [transformation/reform]; small scale [innovation]
People own what they help create
Organic and mechanistic systems
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Know Your Playing Field [S]
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Choose Your Team; Engage Your People [E]
People you can trust
Have skills/ perspectives you don’t
Are credible with others
Build a collective purpose
Assess readiness
Discriminate “apparent” resistance
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Build Your Relationships [D]
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Develop a Plan [A]
Clear purpose
Have a people plan and a technical plan
Action plan: employ skills of project management
Anticipate challenges
Plan for sustainability
Course correct on the fly
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Know Yourself [L]
What is your personal vision for the change and desired results?
What is your commitment?
Personal learning
EI, character challenges
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New person, new position
Evolving organization
Dysfunctional performance management program
New performance cycle starting
Quick fixes and long-term change
Context
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Growing mandates and growing organization
Newly emerging organizational strategy
Need for performance and talent management
System Transformation
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Learning quickly
Risks and decisions
Short-term fixes, longer term vision
Build on strengths and needs
Figuring out how to Lead Self in a new environment
Lead Self
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My team
My boss
Executive Team
Clinical Care
Managers
Employees
• Leadership Meetings
• Leadership Summit
• Manager Meetings
• Small Groups
• 1:1
Engage Others
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My team(s)
Executive team
Change team (cross-functional procurement team)
Fans and skeptics
Managers
Develop Coalitions
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Think big, start small.
Vision, with action.
Prove it. Keep proving it.
From me to we.
It’s never done.
Achieve Results
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What Do You Think?
Using the chat function, provide your thoughts on: What do you feel are the most important enablers of change (for leaders?) to keep in mind?
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Change Management Framework
https://www.infoway-inforoute.ca/en/resource-centre/toolkits/change-
management
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Please take 2 minutes to complete a survey at
www.questionpro.com/t/AEeuVZX1Xv
Next Webinar: February 2017
chlnet.ca leadscanada.net
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