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Managing the Change Danielle Ponting Learning and Development Advisor, NHS Coventry

Managing the Change Danielle Ponting Learning and Development Advisor, NHS Coventry. Overview – The Project. Supported by the Coventry and Warwickshire Workforce Locality Stakeholder Board: “Supporting staff displaced by reorganisation” Objectives to:

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Managing the Change Danielle Ponting Learning and Development Advisor, NHS Coventry

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  1. Managing the Change Danielle Ponting Learning and Development Advisor, NHS Coventry

  2. Overview – The Project • Supported by the Coventry and Warwickshire Workforce Locality Stakeholder Board: “Supporting staff displaced by reorganisation” • Objectives to: - Delivered across the local health economy - Promote consistency and alignment - Engagement and shared learning across the participating organisations

  3. The Programme • Core areas of focus: - Management of Change Principles - Communicating and Engaging - Leadership Styles - Handling Difficult Conversations • 3 session programme across 3 days ½ day – you and your style 1 day – managing responses to change ½ day – building the right environment & action plans

  4. Survey – The Highlights • Uncertainty caused by the wider changes was creating tension and conflict within teams • Uncertainty and fear of losing jobs and especially pensions • Mixed responses in confidence levels across the different trust in handling difficult conversations • Felt supported by their own line manager but couldn’t always ask for support when needed

  5. Kilmann Conflict Styles Stephen Covey Delivery and Content Hersey and Blanchard Daniel Goleman William Bridges Parent Adult Child Eric Berne’s Drivers Emotional Intelligence Managing Difficult Conversations Johari Window Communication Styles

  6. Feedback • 100% rated the programme overall as good to excellent • 91% rated the programme as highly relevant to the current change climate Quotes • “I am still daunted at the task in hand but engaged to deal with it now” • “This was a very well timed programme for me because I have now gained confidence and tools to get through the current NHS transition. Thank you very much for the opportunity” • “I found this course extremely interesting and of value and has given me tools to use in the work place”

  7. Lessons Learnt • Time frame – 5 months to survey, design, implement and evaluate • Engagement with key stakeholders • Communication and advertising of the programme

  8. Next Steps For the next 12 months: • Continuation of the programme • Arden Cluster System Plan • Sustainability: Local education of HR/L&D teams Team Toolkit for Managers • Maintaining collaborative working relationships across the trusts

  9. Thank You Danielle Ponting 02476553344 danielle.ponting@coventrypct.nhs.uk

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