High Impact Leadership Framework
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Transcript of High Impact Leadership Framework
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High Impact Leadership Framework
www.ihi.org
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Mental Models for Leadership
Volume Value
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High Impact Leadership Behaviours
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Engage Across Boundaries
Engage Across Boundaries
Shape Culture
Create Vision and Build Will
Deliver Results
Develop Capability
Driven by People and Community
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What are you proud of?
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What are you proud of?
2006
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Mary PitcaithlyCEO Falkirk
‘For years after we built our new school estate I drove past them and was very very proud’
We said education was important to us in Falkirk but we had to demonstrate that we
took children’s learning very seriously
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‘Truly the most important work being done in the world……
…….I mean it’
Charlie Homer
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‘How do you live the behaviour’
Ros Gray
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Why I like PDSA and this model of Improvement Science
• Simple
• Logical - Driver Diagrams show a logical flow
• Transparent - Driver Diagrams show individual elements of
change ideas
• The more you use it the easier it gets (wider use)
• Accountable – set targets
• Data - see what has made the difference
- Sasha (Aberdeen) – ‘run charts made my life
easier’
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Co-ordinating Leadership - What I’m finding
• From Improvement Advisers – Key Changes and Pioneer Sites
• Great tests of change
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What I’m finding across Partnerships
Reform
Reform
Reform
ReformLeadership
• Not all senior leaders understand the methodology
• EYC is in the mix with a broad range of reforms and change
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What I’m finding across Partnerships
Leadership
• Not all senior leaders understand the methodology
• EYC is in the mix with a broad range of reforms and change
• Capacity – PMs / DMs
• Fit (part GIRFEC)
• Data anxiety
• Capture
• Presentation
• What to do with it
Reform
Reform
Reform
Reform
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Changes Something is different from Before to After
Do Leaders need to be convinced?
Data? (Sasha ‘process vs people’)
Stories? - (Graham ‘incredibly exciting’)
Evidence? - (Graham ‘priceless this work’)
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Changes – Before and after
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Changes – Before and after
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Joyce White
Chief Executive
West Dunbartonshire Council
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Making improvement methodology meaningful
Inspiration from Scottish Borders Choir
How do we make it fun locally?
Lead the change
What it means to me
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My personal commitment
My stretch aim
My Drivers
Scaling it up
Fit for 14…Fit for the Future
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Data drives Improvement
1 2 3 4 5 6 7 8 9 10
11
12
13
14
15
16
17
-2
-1
0
1
2
3
4
5
6
Median
Goal
Fit for 14 challengeLbs lost
Late meetings
Enthusiastic start
Swimmingdaily
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EYC in West Dunbartonshire
Embedding the approach
Finding our local leaders/influencers
Strategic context
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Executive Group oversight
Leadership walk rounds
Highlight reports
Our approach
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Be visible
Encourage participation
Encourage innovation & curiosity
Purpose
Top Tips
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Changes – Before and after
Responsive - do something
Relentless - not just today
Receptive - to data and evidence of change
• Reduce duplication
• Reduce number of processes
• Improve outcomes (Stories)
• Improve ‘value’ for money / reduce the cost
How do we become more receptive?
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Person Centred-ness
Keep the child at the centre of leadership decisions across a
broad range of policies
Leading the Early Years Collaborative: Leadership behaviours
By 2016, Leaders in the Early Years Collaborative demonstrate the High Impact Behaviours for the delivery of amazing outcomes for children in Scotland
Front Line engagement
be a regular authentic presence and be a visible champion of
EYC
Aim Primary Drivers Secondary Drivers Key Actions
Show teams I am championing EYC by
Shape culture by
Make results transparent by
Engage across organisational boundaries by
Develop capability and competence by
Transparency
about results, progress, scrutiny, failure and future
options
Boundariless-ness
encourage practice systems thinking across boundaries
Relentless Focus
keep the national and local EYC vision at the heart of policy
decisions
When I go back to my partnership after this learning session I am going to……
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