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@HelenBevan #ICRE2015
How to be a GREAT change agent
Dr Helen Bevan, OBE
Chief Transformation Officer
@HelenBevan
#ICRE2015
ANDSTAYINGINIT:
@HelenBevan #ICRE2015
“New truths begin as heresies”
(Huxley, defending Darwin’s theory of natural selection)
Source of image:
installation by the
artist Adam Katz
www.thisiscolossal.com
Via @NeilPerkin
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
Starts on the fringe
(at the edge)
Starts with the activists
Gary Hamel
always
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
Jeremy Heimens TED talk “What new power looks like”
https://www.youtube.com/watch?v=j-S03JfgHEA
old power new power
Currency
Held by a few
Pushed down
Commanded
Closed
Transaction
Current
Made by many
Pulled in
Shared
Open
Relationship
@HelenBevan #ICRE2015
The Network Secrets of Great Change Agents
Julie Battilana &Tiziana Casciaro
As a change agent, my centrality in
the informal network is more
important than my position in the
formal hierarchy
@HelenBevan #ICRE2015
“I have some Key
Performance
Indicators
for you”
or
“I have a
dream”
Source: @RobertVarnam
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
is the new normal!
“Tomorrow’s management
systems will need to value
diversity, dissent and
divergence as highly as
conformance, consensus and
cohesion.”
Gary Hamel
Image by neilperkin.typepad.com
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
What happens to
heretics/radicals/rebels/mavericks
in organisations?
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
What is a rebel?
•The principal champion of a change initiative, cause
or action
•Rebels don’t wait for permission to lead, innovate,
strategise
•They are responsible; they do what is right
•They name things that others don’t
see yet
•They point to new horizons
•Without rebels, the storyline never
changes
Source : @PeterVan http://t.co/6CQtA4wUv1
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
We need to create more boatrockers!
• Rock the boat but manage to
stay in it
• Walk the fine line between
difference and fit, inside and
outside
• Conform AND rebel
• Capable of working with
others to create success NOT
a destructive troublemaker
Source: Debra Meyerson
@HelenBevan #ICRE2015
Source : Lois Kelly www.rebelsatwork.com
There’s a big difference between a rebel and a
troublemaker
Rebel
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
Reflection
• What are your insights around “rebels” and
“troublemakers”?
• What moves people from being “rebel” to
“troublemaker”?
• How do we protect against this?
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
1. able to join forces with others to create
action
2. able to achieve small wins which create a
sense of hope, possibility and confidence
3. strong sense of “self-efficacy”
 belief that I am personally able to create the change
Three things we know about successful
boat rockers
Source: adapted from Debra E Meyerson
CHANGE
me
BEGINS WITH
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
Self-efficacy
There is a positive, significant
relationship between the
self-efficacy beliefs of a
change agent and her/his
ability to facilitate change
and get good outcomes
Source of image:www.h3daily.com@HelenBevan #RCN15
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
Source: @NHSChangeDay
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
Building self-efficacy to be a great change
agent: some tactics
1. Create change one small step at a time
2. Reframe your thinking:
• failed attempts are learning opportunities
• uncertainty becomes curiousity
3. Make change routine rather
than an exceptional activity
4. Get social support
5. Learn from the best
@HelenBevan #ICRE2015Image copyright: http://13c4.wordpress.com/2007/02/24/50-reasons-not-to-change/
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
@HelenBevan #ICRE2015@HelenBevan #ICRE2015Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
@HelenBevan #ICRE2015@HelenBevan #ICRE2015Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
@HelenBevan #ICRE2015@HelenBevan #ICRE2015Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
@HelenBevan #ICRE2015@HelenBevan #ICRE2015Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
@HelenBevan #ICRE2015@HelenBevan #ICRE2015Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
Make it a personal
PERFORMANCE target.
@HelenBevan #ICRE2015@HelenBevan #ICRE2015Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
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
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
“Papers that are more likely to contend against the
status quo are more likely to find an opponent in
the review system—and thus be rejected —but
those papers are also more likely to have an impact
on people across the system, earning them more
citations when finally published”
V. Calcagno et al., “Flows of research manuscripts among
scientific journals reveal hidden submission patterns,”
Science, doi:10.1126/science.1227833, 2012.
—
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
As you create your roadmap for the
future, make sure you are part of the
steamroller, not part of the road
Saavik Wilcox-Hamilton
Source of quote: http://slidesha.re/1B6jrZw
“
“
@HelenBevan #ICRE2015@HelenBevan #ICRE2015
Four ways to connect!
1. Follow us on Twitter
@HelenBevan @TheEdgeNHS @School4Radicals
2. Subscribe to
theedge.nhsiq.nhs.uk
3. Get materials from
theedge.nhsiq.nhs.uk/school
…and sign up for our monthly #EdgeTalks
theedge.nhsiq.nhs.uk/edgetalks
4. Save the date for
theedge.nhsiq.nhs.uk/transformathon
References and links
Baron A (2014) Preparing for a changing world: the power of relationships
Battilano J, Casciaro T (2013) The network secrets of the great change agents
Harvard Business Review, July-August
Bevan H, Plsek P, Winstanley (2011) Leading Large Scale Change - Part 1, A
Practical Guide
Bevan H (2011) Leading Large Scale Change - Part 2, The Postscript
Bevan H, Fairman S (2014) The new era of thinking and practice in change and
transformation, NHS Improving Quality
Change Agents Worldwide (2013) Moving forward with social collaboration
SlideShare
Diaz-Uda A, Medina C, Schill E (2013) Diversity’s new frontier
Fuda P (2012) 15 qualities of a transformational change agent
Grant, M (2014) Humanize: How people centric organisations succeed in a social
world http://prezi.com/usju20i0nzhd/humanize-how-people-centric-
organizations-succeed-in-a-social-world/
Hamel G (2014)Why bureaucracy must die
Jarche, H (2013) Rebels on the edges
Jarche H (2014) Moving to the edges
Kotter J (2014) Accelerate! Harvard Business Review Press
Merchant N (2013) eleven rules for creating value in the social era
Llopis G (2014) Every leader must be a change agent or face extinction
Meyerson D (2001) Tempered Radicals: how people use differences to inspire change
at work Harvard
Meyerson D (2008) Rocking the boat: how to effect change without making trouble
Harvard BP
Perkins N (2014) Bats and pizzas (agility and organisational change)
Schillinger C (2014) Top-Down is a Serious Disease. But It Can Be Treated
School for health and Care radicals (2014) www.changeday.nhs.uk/healthcareradicals
Shinners C (2014) New Mindsets for the Workplace Web
Stoddard J (2014)The future of leadership
Williams B (2014) Working Out Loud: When You Do That… I Do This
Weber Shandwick (2014) Employees rising: seizing the opportunity in employee
activism
Verjans S (2013) How social media changes the way we work together
References and links

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Rocking the boat and staying in it: how to be a great change agent

  • 1. @HelenBevan #ICRE2015 How to be a GREAT change agent Dr Helen Bevan, OBE Chief Transformation Officer @HelenBevan #ICRE2015 ANDSTAYINGINIT:
  • 2. @HelenBevan #ICRE2015 “New truths begin as heresies” (Huxley, defending Darwin’s theory of natural selection) Source of image: installation by the artist Adam Katz www.thisiscolossal.com Via @NeilPerkin
  • 3. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 Starts on the fringe (at the edge) Starts with the activists Gary Hamel always
  • 4. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 Jeremy Heimens TED talk “What new power looks like” https://www.youtube.com/watch?v=j-S03JfgHEA old power new power Currency Held by a few Pushed down Commanded Closed Transaction Current Made by many Pulled in Shared Open Relationship
  • 5. @HelenBevan #ICRE2015 The Network Secrets of Great Change Agents Julie Battilana &Tiziana Casciaro As a change agent, my centrality in the informal network is more important than my position in the formal hierarchy
  • 6. @HelenBevan #ICRE2015 “I have some Key Performance Indicators for you” or “I have a dream” Source: @RobertVarnam
  • 7. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 is the new normal! “Tomorrow’s management systems will need to value diversity, dissent and divergence as highly as conformance, consensus and cohesion.” Gary Hamel Image by neilperkin.typepad.com
  • 9. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 What happens to heretics/radicals/rebels/mavericks in organisations?
  • 11. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 What is a rebel? •The principal champion of a change initiative, cause or action •Rebels don’t wait for permission to lead, innovate, strategise •They are responsible; they do what is right •They name things that others don’t see yet •They point to new horizons •Without rebels, the storyline never changes Source : @PeterVan http://t.co/6CQtA4wUv1
  • 12. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 We need to create more boatrockers! • Rock the boat but manage to stay in it • Walk the fine line between difference and fit, inside and outside • Conform AND rebel • Capable of working with others to create success NOT a destructive troublemaker Source: Debra Meyerson
  • 13. @HelenBevan #ICRE2015 Source : Lois Kelly www.rebelsatwork.com There’s a big difference between a rebel and a troublemaker Rebel
  • 14. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 Reflection • What are your insights around “rebels” and “troublemakers”? • What moves people from being “rebel” to “troublemaker”? • How do we protect against this?
  • 15. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 1. able to join forces with others to create action 2. able to achieve small wins which create a sense of hope, possibility and confidence 3. strong sense of “self-efficacy”  belief that I am personally able to create the change Three things we know about successful boat rockers Source: adapted from Debra E Meyerson CHANGE me BEGINS WITH
  • 16. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 Self-efficacy There is a positive, significant relationship between the self-efficacy beliefs of a change agent and her/his ability to facilitate change and get good outcomes Source of image:www.h3daily.com@HelenBevan #RCN15
  • 18. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 Building self-efficacy to be a great change agent: some tactics 1. Create change one small step at a time 2. Reframe your thinking: • failed attempts are learning opportunities • uncertainty becomes curiousity 3. Make change routine rather than an exceptional activity 4. Get social support 5. Learn from the best
  • 19. @HelenBevan #ICRE2015Image copyright: http://13c4.wordpress.com/2007/02/24/50-reasons-not-to-change/
  • 21. @HelenBevan #ICRE2015@HelenBevan #ICRE2015Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
  • 22. @HelenBevan #ICRE2015@HelenBevan #ICRE2015Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
  • 23. @HelenBevan #ICRE2015@HelenBevan #ICRE2015Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
  • 24. @HelenBevan #ICRE2015@HelenBevan #ICRE2015Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
  • 25. @HelenBevan #ICRE2015@HelenBevan #ICRE2015Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively Make it a personal PERFORMANCE target.
  • 26. @HelenBevan #ICRE2015@HelenBevan #ICRE2015Source: http://www.slideshare.net/AndreaWaltz/gfn-slidesharegfnhandling-rejectionpositively
  • 27. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 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
  • 28. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 “Papers that are more likely to contend against the status quo are more likely to find an opponent in the review system—and thus be rejected —but those papers are also more likely to have an impact on people across the system, earning them more citations when finally published” V. Calcagno et al., “Flows of research manuscripts among scientific journals reveal hidden submission patterns,” Science, doi:10.1126/science.1227833, 2012. —
  • 29. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 As you create your roadmap for the future, make sure you are part of the steamroller, not part of the road Saavik Wilcox-Hamilton Source of quote: http://slidesha.re/1B6jrZw “ “
  • 30. @HelenBevan #ICRE2015@HelenBevan #ICRE2015 Four ways to connect! 1. Follow us on Twitter @HelenBevan @TheEdgeNHS @School4Radicals 2. Subscribe to theedge.nhsiq.nhs.uk 3. Get materials from theedge.nhsiq.nhs.uk/school …and sign up for our monthly #EdgeTalks theedge.nhsiq.nhs.uk/edgetalks 4. Save the date for theedge.nhsiq.nhs.uk/transformathon
  • 31. References and links Baron A (2014) Preparing for a changing world: the power of relationships Battilano J, Casciaro T (2013) The network secrets of the great change agents Harvard Business Review, July-August Bevan H, Plsek P, Winstanley (2011) Leading Large Scale Change - Part 1, A Practical Guide Bevan H (2011) Leading Large Scale Change - Part 2, The Postscript Bevan H, Fairman S (2014) The new era of thinking and practice in change and transformation, NHS Improving Quality Change Agents Worldwide (2013) Moving forward with social collaboration SlideShare Diaz-Uda A, Medina C, Schill E (2013) Diversity’s new frontier Fuda P (2012) 15 qualities of a transformational change agent Grant, M (2014) Humanize: How people centric organisations succeed in a social world http://prezi.com/usju20i0nzhd/humanize-how-people-centric- organizations-succeed-in-a-social-world/ Hamel G (2014)Why bureaucracy must die Jarche, H (2013) Rebels on the edges
  • 32. Jarche H (2014) Moving to the edges Kotter J (2014) Accelerate! Harvard Business Review Press Merchant N (2013) eleven rules for creating value in the social era Llopis G (2014) Every leader must be a change agent or face extinction Meyerson D (2001) Tempered Radicals: how people use differences to inspire change at work Harvard Meyerson D (2008) Rocking the boat: how to effect change without making trouble Harvard BP Perkins N (2014) Bats and pizzas (agility and organisational change) Schillinger C (2014) Top-Down is a Serious Disease. But It Can Be Treated School for health and Care radicals (2014) www.changeday.nhs.uk/healthcareradicals Shinners C (2014) New Mindsets for the Workplace Web Stoddard J (2014)The future of leadership Williams B (2014) Working Out Loud: When You Do That… I Do This Weber Shandwick (2014) Employees rising: seizing the opportunity in employee activism Verjans S (2013) How social media changes the way we work together References and links

Editor's Notes

  1. Link below http://www.bbc.co.uk/news/magazine-23790147 http://www.bbc.co.uk/learningzone/clips/martin-luther-king-i-have-a-dream-pt-1-2/1293.html With the brooding statue of Abraham Lincoln peering down at him, King began by telling protesters that their presence in the symbolic shadow of the "great emancipator" offered proof of the marvellous new militancy sweeping the country. For too long, he complained, black Americans had been exiles in their own land, "crippled by the manacles of segregation and the chains of discrimination". The whirlwinds of revolt would continue to shake the very foundations of the country: "And those who hope that the Negro needed to blow off steam and will now be content will have a rude awakening if the nation returns to business as normal," King said. It would be fatal for the nation "to overlook the urgency of the moment and to underestimate the determination of the Negro". “He's good - he's damned good” Kennedy on King Wearied by the suffocating heat, the crowd's initial response was muted. The speech was not going well. "Tell 'em about the dream, Martin," shouted Mahalia Jackson, referring to a rhetorical riff that King had used several times before, but which had not made it into his prepared speech because aides insisted he needed fresh material. But King decided to cast aside his prepared notes, and launched extemporaneously into the refrain for which he will forever be remembered. "I have a dream that one day this nation will rise up and live out the true meaning of its creed," he shouted, his out-stretched right arm reaching towards the sky. Soon he was hitting his rhythm, invigorated by the chants and cries of the crowd. "Dream on!" they shouted. "Dream on!" With his voice thundering down the Mall, King imagined a future in which his children could "live in a nation where they will not be judged by the colour of their skin but by the content of their character". Then he reached his impassioned finale. King asked the crowd to yell so it was heard the world over Watching at the White House, the president was riveted. Like so many Americans, it was the first time he had heard the 34-year-old preacher deliver a speech in its entirety - the first time he had taken its measure, listened to its cadence. "He's good," Kennedy told one of his advisors. "He's damned good." The aide was struck, however, that the president seemed impressed more by the quality of King's performance rather than the power of his message.