Lilongwe May 2012 Dr Alan Davies MB MRCP MD Medical Director EMEA GE Healthcare alangdaviesgecom Outline of next 45 minutes Thinking beyond the solution to a change strategy ID: 357807
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Slide1
Leading Change
Lilongwe, May 2012
Dr
Alan Davies MB MRCP MD
Medical Director,
EMEA
GE Healthcare
alan.g.davies@ge.comSlide2
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.
2
April 2012Slide3
Being a
Change Leader
Session Philosophy
April 2012
3
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 learn
GOAL: Excellent patient careSlide4
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
?
April 2012
4Slide5
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
April 2012
5
CHANGE involves an emotional reactionSlide6
Commitment and Improved performance
The Change (or LOSS) Curve
April 2012
6
Emotional Intensity
Time
Denial
Resistance
ExplorationSlide7
Top Tips for leading change
Give 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 needsGive
people time,
and
support their decision
making. Help
them through
LOSS
CURVE
April 2012
7Slide8
Top Tips for leading change
Where change involves
loss
, identify
replace the
loss . H
elp assuage potential FEARS.
G
ive
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
April 2012
8Slide9
Things to think about before leading change
April 2012
9
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?Slide10
Things to think about before leading change
April 2012
10
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?Slide11
Things to think about before leading change
April 2012
11
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?Slide12
Finally, of course, and by no means least …..
Good Change Leaders still Manage!Maintain the disciplines of the organisation
April 2012
12Slide13
Thank you.