Tapping into your team’s energy for change

Rosanna Hunt

@rosielhunt

51% of full-time UK employees said they have experienced anxiety or burnout in their current jobYouGov Virgin survey (2015)

“Burnout is a big problem in the UK these days”

73% of social workers reported levels of emotional exhaustion so high they were above the cut-off threshold to be considered at risk of burnout Community Care (2016)

50% of UK GPs are at high risk of burnoutPulse (2017)

Physical energy

Energy of action,

getting things done

and making progress

The flexible, responsive drive

to make things happen

Spiritual energy

Energy of commitment to a

common vision for the future,

driven by shared values and a

higher purpose

Gives people the confidence to move

towards a different future that is more

compelling than the status quo

Because we WANT to,

not because we HAVE to

Remember a timeWhen you were part of a high performing, team with good energy balance

How did it feel being part of such a team?

Remember a timeWhen you were part of a team that WASN’T high performing or where energy was out of balance

How did it feel being part of such a team?

Social Energy

Energy of personal engagement,

relationships and

connections between people

It’s where people feel a

sense of

“us and us”

rather than

“us and them”

What is happening here?

How does this relate to your challenges?

How would you go about investigating & resolving such energy blockages?

Can you relate to this scenario?

Presenter: Rosanna Hunt @rosielhunt

“It’s not the strongest of the species that survive, nor the most intelligent, but the most responsive to change.”

Charles Darwin

The capacity and drive of a team, organisation or system to act and make the difference necessary to

achieve its goals

http://www.institute.nhs.uk/tools/energy_for_change/energy_for_change_.html

Creating energy for change is a high priority for team performance

‘“Energy for change” defined as

There is a relationship between energy balance and wellbeing

In “The Power of Full Engagement” Loehr & Schwartz look at well-being through the lens of professional athletes

Importance of rest/renewal/ activating the parasympathetic nervous system

There is a relationship between high energy and high performance

Teams with HIGH productive energy scored higher on:

• overall performance - 14% higher

• productivity – 17%

• efficiency – 14%

• customer satisfaction – 6%

• customer loyalty – 12%

Bruch and Vogel research

Intellectual energy

Energy of analysis, planning

and thinking

Involves gaining insight as well as planning and

supporting processes, evaluation, and arguing a case

on the basis of logic/evidence

The challenge of disproportionately high intellectual energy

Emotion is the fuel for change; data and information provide

directionDan Heath

(author of Switch)

E-motion is Energy in Motion – saying “no” to our emotions blocks the flow of energy

Psychological energy

Energy of courage, resilience and feeling safe to do things differently

Involves feeling supported to make a change and trust in leadership and direction

5 signs that energy is not being managed well

• You feel you need to seek permission to make decisions

• Negative behaviours dominate the working day

• Structure & hierarchy get in the way

• Culture of “task allocation”

• You suspect false urgency

Psychological

Physical

Spiritual

Social Intellectual

Teams perform best when five energies are in balance

Source: Energy for change publication by NHS Institute in collaboration with York Health Economics Consortium and Landmark Consulting

High and low ends of each energy domain

Social isolated solidarity

Spiritual uncommitted higher purpose

Psychological risky safe

Physical fatigue vitality

Intellectual Illogical reason

LOW

HIGH

Some questions

• Which group likely to have higher spiritual energy scores:– clinicians

– non clinicians

• Nearer to CEO in the structure:

higher or lower overall energy scores?

Source: Respondents to the energy for change questionnaire NHSIQ/Horizons team

Some questions

• Which group likely to have higher spiritual energy scores:– clinicians

– non clinicians

• Nearer to CEO in the structure:

higher or lower overall energy scores?

Source: Respondents to the energy for change questionnaire NHSIQ/Horizons team

Answers:

1. Getting things done at pace2. Building rational arguments3. Building a sense of solidarity4. Building common purpose5. Creating a safe environment

What are you best at doing in your teams?

Psychological

Physical

Spiritual

Social Intellectual

Where do your challenges lie?

Build social energy: Share your story

What causes you stress and anxiety at work?

‘behaviour change happens in highly successful situations mostly by speaking to people’s feelings.’

Kotter, J P and Cohen, D S (2000)

Build psychological energy –permission to make a difference

+See Amy Edmondson for much, much more on building psychological safety in teams

Build spiritual energy: Re-imagine a new future together

Imagine the future as your starting point - the impact you wish to achieve.

• Move quickly to action

• Be prepared to fail fast, learn and move on again

• Look for opportunities to be visible and to achieve high impact (use social media)

• Measure and celebrate successhttp://www.sagewoodwellness.com/25-inspirational-health-and-wellness-quotes/

#beingvisible

Key references

Stanton Marris on Organisational Readiness for Change: “Energy generators”

Amy Edmondson on Psychological Energy: Moving from Comfort Zone to Learning Zone [TES talk available online]

Brush & Vogel on Organisational energy: “Fully Charged” [book]

Steve Radcliffe on organisational energy: “Four energies” [In his book on Leadership]

Tony Schwartz on personal energy: “The productivity paradox” [TED talk available online, Schwartz’s Twitter feed “The Energy Project”]

Schwartz & Loehr on energy and wellbeing: “The Power of Full Engagement” [book]

Publication by the NHS Institute for Innovation and Improvement in collaboration with York Health Economics Consortium and Landmark consulting: “Building and aligning energy for change” [available online]

The SSPPI Energy Index measures how much energy a team has for a specified change.

There are five energies that are important for change to be successful:

Psychological

Physical

Spiritual

Social Intellectual

The value for teams, is in the facilitated discussion that happens after they receive their team Energy profile.

Introducing the SSPPI Energy Index

How do I go about measuring my team’s Energy for Change?

Team leader identifies the change that they want to measure energy for

Ask the team to complete the online questionnaire, ensuring:• they use the allocated team code*• they understand the change they should

answer the questionnaire in relation to• anonymity – to encourage honest

responses• a deadline for completion is set

Arrange a feedback call to discuss:• The team’s results• A date for facilitated feedback to the

whole team (via webinar or face-to-face)

*obtain the link to the questionnaire and team codes from pwoodley@nhs.net

Tony Schwartz’s Productivity

Paradox

Steve Radcliffe “4 Energies”

Bruch & Vogel

Energy awareness-building task

Psychological

Physical

Spiritual

Social Intellectual

1

2

3

4

5Social

Spiritual

PsychologicalPhysical

Intellectual

• Plot your energy • Plot the energy of those

around you• Plot where you would like

your energy to be