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@helenbevan
A critical trio for the future of health and care
Helen Bevan
DiversityInnovation
Transformation
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@helenbevan
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@helenbevan
DiversityInnovationTransformation
• Unlocking smarter innovation begins with diversity and inclusion
• Diverse teams bring a wide range of experiences and perspectives to help solve the problem
• Cultivating a diverse culture and organisation is becoming increasingly important, given the accelerated pace of change
• McKinsey report Delivering Through Diversity: ethnically and racially diverse organisations are 33% more likely to outperform their sector norms
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@helenbevan
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@helenbevan
“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
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@helenbevan
Starts on the fringe (at the edge)
Starts with the activistsGary Hamel
always
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@helenbevan
Collaborative innovation methods (“at the edge”) are outpacing traditional R&D
Source: PWC Innovation benchmarking survey 2017
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@helenbevan
“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
9
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@helenbevan
What do successful social movements do?• Define the change they
want to see• Identify the pillars of
power• Create a spectrum of
allies• Seek to attract not
overpower• Build a plan to survive
victory
Source: Satell G (2017) How to create
transformational change, according to the world’s
most successful social movements
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@helenbevan
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@helenbevan
“We must act with all due alacrity [speed/swiftness], yet also with the thoughtfulness
and seriousness of purpose appropriate to meaningful action”
Dr Martin Luther King Jr.
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@helenbevan
Identify the pillars of power
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@helenbevan
Power is the ability to produce intended effectsBertrand Russell
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@helenbevanJeremy Heimens, Henry Timms New Power: How it’s changing the 21st Century and why you
need to know (2018)
new power
Current
Made by many
Pulled in
Shared
Open
Relationship
old power
Currency
Held by a few
Pushed down
Commanded
Closed
TransactionFrom module one
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@helenbevan
Find the 3%!Just 3% of people in the
organisation or system typically influence 85% of the other people
Source: Organisational Network Analysis by Innovisor
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@helenbevan
As senior leaders, we have less influence than we think
If we want to get the same level of influence through top down change as the 3% get, we
need four times more peopleSource : Jeppe Hansgaard
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@helenbevan
The 3% rule also appears true for social media
Source: research by Graham MacKenzie using NodeXL
In health and healthcare globally, tweets by 3.3% of
tweeters accounted for 85% of retweets
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@helenbevan
The powerful medical “superconnectors”
Source: NodeXL analysis:
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@helenbevan
Most social media operates within an Echo Chamber
Source of image: Scriberia#FWDthinkingleaders
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@helenbevan
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@helenbevan
Create a spectrum of allies
Source of image: Greg Satell
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@helenbevan
Mark Jaben on the science of change What NOT to do
But what we do do
Engage people here
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@helenbevan
Mark Jaben on the science of changeWhat NOT to do (but what we usually do)
We don’t need buyers (who “buy-in” to change)We need investors
What TO do
Engage people here
Engage people here
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@helenbevan
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@helenbevan
• Did we accomplish the goal we were trying to accomplish?
• Did our community grow stronger? (create capacity; new power – power we didn’t have before)
• Did individuals involved in the whole effort learn, grow and develop their capacity to organise with others?
How would we know if we are successful from a social movement perspective?