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