Leading Change
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Leading Change Lilongwe, May 2012 Dr Alan Davies MB MRCP MD Medical Director, EMEA GE Healthcare [email protected]
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Leading Change. Lilongwe , May 2012. Dr Alan Davies MB MRCP MD Medical Director, EMEA GE Healthcare [email protected]. Outline of next 45 minutes . Thinking beyond the ‘solution’ to a ‘change strategy’ AND what it means for you, AND your teams, peers and colleagues. - PowerPoint PPT Presentation
Transcript of Leading Change
Leading ChangeLilongwe, May 2012
Dr Alan Davies MB MRCP MDMedical Director, EMEAGE [email protected]
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Outline of next 45 minutes
Thinking beyond the ‘solution’ to a ‘change strategy’
AND what it means for you, AND your teams, peers and colleagues.
April 2012
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Being a Change LeaderSession Philosophy
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KNOWER
IF I DON’T HAVE ALL
THE ANSWERS,
SOMETHING IS WRONG WITH ME
LEARNER
IF I HAVE A QUESTION OR I DON’T KNOW THE ANSWER, I’LL SAY IT AND LEARNGOAL: Excellent patient
care
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Becoming a Change Leader
What has been your approach to CHANGE?What are the challenges that you encountered when you wanted to implement CHANGE?What would you do differently towards your goal of excellent patient care?
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Five key principles Different people react differently to
change Everyone has fundamental needs that
have to be met Change often involves a loss, and
people go through the “change curve" Expectations need to be managed
realistically Fears have to be dealt with
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CHANGE involves an emotional reaction
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Commitment and
Improved performance
The Change (or LOSS) Curve
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Emotional
Intensity
Time
Denial
Resistance
Exploration
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Top Tips for leading changeGive people information – be open and honest not overoptimistic. Meet OPENNESS needs, do not set UNREALISTIC EXPECTATIONS. SAY “I don’t know, but I will know by next date”
Have communication strategy. Don't let the grapevine take over. Meet INDIVIDUAL REACTION to change. SAY “We will meet again tomorrow to discuss this again.” SAY “I will arrange individual meetings with those who wish to have them over the next week.”
Give people choices to make. Be honest about consequences . Meet CONTROL and INCLUSION needs
Give people time, and support their decision making. Help them through LOSS CURVE
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Top Tips for leading changeWhere change involves loss, identify replace the loss . Help assuage potential FEARS.
Give individuals opportunity to express concerns and provide reassurances. Help assuage potential FEARS.
Keep observing good management practice. Make time for informal discussion.
Treat significant change as a project. Project objectives. Include the five principles
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Things to think about before leading change
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What is the problem with the current situation?
Is there an obvious solution? How will it differ from the current
situation? How will it be better? What are the risks? What might the detractors say?
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Things to think about before leading change
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Which groups will be affected, and how? What sort of resistance will you meet? What are the reasons for resistance? Include emotional, vested interests, fear,
concerns How will you find out about the concerns? What will you do to meet and overcome
concerns?
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Things to think about before leading change
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Who are the opinion influencers? How are they engaged? Who do you need to engage and win
over? How will you communicate the plans? How will you secure an early win? What support, help, or training is
available? How will you evaluate success? Metrics?
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Finally, of course, and by no means least …..
Good Change Leaders still Manage!
Maintain the disciplines of the organisation
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Thank you.
