Driving Change

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Learning Objectives. Give a system to driving change around variations inside of medicinal services organizations.Eight Steps for Driving Change

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Driving Change The Disparities Leadership Program May 29 th , 2008 Cambridge, Massachusetts Roderick K. Ruler, MD, MPH Senior Faculty, MGH Disparities Solutions Center Instructor, Dept of Social Medicine Harvard Medical School

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Learning Objectives Provide a system for driving change around inconsistencies inside human services associations. Eight Steps for Driving Change… what does it take? John Kotter Model Assist associations in understanding where they are distinguishing and tending to abberations. Create objectives for changing associations and propelling their specific work on variations.

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Driving New Initiatives and Changes in the Organization Model: John Kotter, "Driving Change " Eight Steps to Driving Change: 1. Establish a Sense of Urgency Building the Case ~ Resistance to change 2. Build a Coalition Identify partners and fabricate unions 3. Create a Shared Vision 4. Communicate Vision Repeatedly 5. Empowering Others to Act on the Vision 6. Planning for and Creating Short Term Wins Reinforce the Change Institutionalizing New Approaches

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Leading Change Model Establish a Sense of Urgency Examining business sector or statistic substances Identifying and talking about emergencies, potential emergencies or significant open doors Why may individuals bomb here: Underestimating how hard it can be to drive individuals out of their customary ranges of familiarity here and there horribly overestimate how fruitful they have as of now been in expanding desperation some of the time do not have the persistence

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Leading Change Model Forming a Powerful Guiding Coalition Assembling a gathering with enough energy to lead the exertion Can be as little as 3-5 people, fill in as a group

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Leading Change Model Creating a Shared Vision Picture without bounds, simple to impart, and claims to staff, administrations and partners Developing techniques for accomplishing that vision (e.g. HRSA's100 % Access, 0% Disparities (100/0 Campaign))

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4 Question Individual Change Test How can it identify with my occupation and what is in it for me? Do I concur with the change? Am awkward with or anxious of the change? Let me know again what is in it for me? Jeff Oxidine, UC Berkeley

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Leading Change Model Communicate Vision Repeatedly Leading change is generally inconceivable unless huge quantities of individuals will help How? Hierarchical bulletins, Quarterly administration gatherings… Use each conceivable channel, particularly those that are being squandered on trivial data Enable Your Team to Achieve the Vision Getting free of deterrents Changing frameworks or structures that undermine vision

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Leading Change Model Planning for and Creating Short Term Wins Planning for noticeable execution enhancements Creating the upgrades Recognizing and compensating workers required in the change Reinforce the Change… Producing still more change Using expanded believability to change frameworks, structures and arrangements that don't fit Hiring, advancing, and creating representatives who can actualize the vision Reinvigorate handle with new tasks and subjects

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Driving Change in Health Disparities Institutionalizing New Approaches "… the way we get things done around here." Articulating the associations between the new practices and authoritative advance/achievement Developing the way to guarantee initiative improvement and progression

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Weave into the Fabric of the Organization dispense with the impression of "extra" set up the business case connection to nature of care legitimize in strategy, structures, rehearses, techniques, & assets set seat marks & measure advance at normal interims guarantee it is woven into the "way of life" of the association Slide Source: The National Center for Cultural Competence, 2004

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Where are you in the change procedure? With your venture group… Determine where you are in the 8 stage driving change handle (5 minutes) Are there extra things you can do to in your present stage (before moving to the following)? (15 minutes) What are a few methodologies and activities for your next stride in the change procedure? (15 minutes)

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Persuading a gathering… Aim for the Middle 5 classes Champions of an issue Allies of an issue Fence-sitters (unbiased) Mellow rivals Hard center adversaries Moderates: "hard data", confirm reports, material verification and different certainties Using this same data to induce everybody is too hard. Depend on the recently persuaded conservatives to change over the rest of the gathering Democracy Center, SF, CA Bernard Caillaud & Jean Tirole, American Economics Review, Dec 2007

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