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Leading Change

Leading Change. Lilongwe , May 2012. Dr Alan Davies MB MRCP MD Medical Director, EMEA GE Healthcare alan.g.davies@ge.com. 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.

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Leading Change

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  1. Leading Change Lilongwe, May 2012 Dr Alan Davies MB MRCP MD Medical Director, EMEA GE Healthcare alan.g.davies@ge.com

  2. Outline of next 45minutes • Thinking beyond the ‘solution’ • to a ‘change strategy’ • AND what it means for you, • AND your teams, peers and colleagues.

  3. Being a Change Leader Learner If I have a question or I don’t know the answer, I’ll say it and learn Knower If I don’t have all the answers, something is wrong with me GOAL: Excellent patient care Session Philosophy

  4. 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?

  5. Five key principles CHANGE involves an emotional reaction • 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

  6. The Change (or LOSS) Curve Commitment and Improved performance Emotional Intensity Denial Exploration Resistance Time

  7. 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 needs • Give people time, and support their decision making. Help them through LOSS CURVE

  8. Top Tips for leading change • Where change involves loss, identify replace the loss . Help assuage potential FEARS. • Give 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

  9. Things to think about before leading change • 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?

  10. Things to think about before leading change • 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?

  11. Things to think about before leading change • 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?

  12. Finally, of course, and by no means least ….. Good Change Leaders still Manage! Maintain the disciplines of the organisation

  13. Thank you.

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