leaders as change agents

Leaders as Change Agents:Not as easy as it sounds

@tweetvandijk

“The people who are crazy enough to think that they can change the world are the ones who do”

Source of image: Whatsthebigideascwartzy.blogspot.com

Most change programmes fail to deliver their objectives

Source: McKinsey Performance Transformation Survey, 3000 respondents to global, multi-industry survey

70%

25%5%

Gets anywhere near achieving the change and

delivering the benefits

Source: McKinsey Performance Transformation Survey, 3000 respondents to global, multi-industry survey

70%

25%5% Delivers and

sustains the change

Most change programmes fail to deliver their objectives

What do you think the % is in healthcare?

What are you working on right now that is about change?

@HelenBevan #QS2015

@HelenBevan #QS2015

Anatomicalapproach

Improving clinical systems

Seeking to reduce harm and reduce risk

Redesigning pathways Standardising Measuring

The shape and structure of the system; structures and processes to deliver health and healthcare

@HelenBevan #QS2015

Anatomicalapproach




The shape and structure of the system; structures and

processes to deliver health and healthcare

Physiologicalapproach

The vitality and life-giving forces that enable the system and its

people to develop, grow & change

creating higher purpose and deeper meaning

Leading through values building commitment creating hope and

optimism about the future calling to action

@HelenBevan #QS2015

Anatomicalapproach




The shape and structure of the system; structures and

processes to deliver health and healthcare

Physiologicalapproach

The vitality and life-giving forces that enable the system and its

people to develop, grow & change

creating higher purpose and deeper meaning

Leading through values building commitment creating hope and

optimism about the future calling to action

It’s all about

energy!

Leading change in a new eraDominant approach Emerging direction

Most healthcare transformation

efforts are driven from this side

@HelenBevan #QS2015

The reality“What the leader cares about (and typically bases at

least 80% of his or her message to others on) does not tap into roughly 80% of the workforce’s primary motivators for putting extra energy into the change

programme”Scott Keller and Carolyn Aiken (2009)

The Inconvenient Truth about Change Management

Source of image: swedenbourg-openlearning.org.uk

@HelenBevan #QS2015

Leaders ask their staff to be ready for change, but do not engage enough in sensemaking........

Sensemaking is not done via marketing...or slogans but by emotional connection with employees

Ron Weil

@tweetvandijk

Starts on the fringe (at the edge)

Starts with the activistsGary Hamel

always

Troublemaker Vs Radical (Change Agent)“Troublemaker” “Radical”

Break Rules Change Rules

Complain Create

Assertions Questions

Me-Focused Mission-Focused

Anger Passion

Pessimist Optimist

Energy-Sapping Energy-Generating

Alienate Attract

Problems Possibilities

Worry That Wonder If

Doubt Believe

Social Loner Social

Source: Lois Kelly, Organizational Radicals, Foghound Study

Reflection• What are your insights around “rebels” and

“troublemakers”?• What moves people from being “rebel” to

“troublemaker”?

@tweetvandijk

People who are highly connected have twice as much power to

influence change as people with hierarchical power

Leandro Herrerohttp://t.co/Du6zCbrDBC

http://t.co/Du6zCbrDBC

@tweetvandijk

C

@tweetvandijk

@tweetvandijk

Research from the sales industry:How many NOs should we be seeking to get?

• 2% of sales are made on the first contact• 3% of sales are made on the second contact• 5% of sales are made on the third contact• 10% of sales are made on the fourth contact• 80% of sales are made on the fifth to twelfth contact

Source: http://www.slideshare.net/bryandaly/go-for-no

http://www.slideshare.net/bryandaly/go-for-no

http://www.slideshare.net/bryandaly/go-for-no

Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively

http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively


Make it a personal PERFORMANCE target.


@tweetvandijk

What are change initiative are you working on right now?

How do you sell it to people?

@tweetvandijk

Effective framing: what do we need to do?

1. Tell a story2. Make it personal3. Be authentic4. Create a sense of “us” (and be clear who the “us”

is)5. Build in a call for urgent action

Source of image: woccdoc.org

Which do you like better?

1. Our infection rates are higher than they should be. We have new clinical guidelines. Let’s work together to implement them!

2. You are the one at the bedside. You know what works and what doesn’t. How can we tackle our infection rates?

3. Remember Mrs. Smith. She fully recovered from C-diff that she picked up on our unit. Just like you, I want to protect more of the chronic elderly. What do you think we can do?

What motivates people?

• Impact on Society (building community)• Impact on Customer (patients and families)• Impact on Organization • Impact on Team (work environment)• Impact on me (development or bonus)

What are the traits of “inspirational”

leaders?

-chat-

Viral Change, Leandro Herrero

https://www.youtube.com/watch?v=CNhYbJbqg-Y

@HCRcentral

Marlies van DijkProvincial Implementation Lead, Innovation

Quality and Healthcare ImprovementAlberta Health Services

[email protected]@tweetvandijk@HCRcentral

@ChangeDayAB

“Throw your own pebble - a simple commitment to make an act of improvement however small - into the pond of your world and those you care for. And know

that its effects will join with those of others who do the same, the rings of change extending far and wide.

Imagine what we could do.”

Jon Popowich

Pledge herewww.ChangeDayAB.ca