1 introducing… version 1.6 10 dec 2015, 9am. 2 objectives agree reasons why this is important ...

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Introducing…

Version 1.6 10 Dec 2015, 9am

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Objectives

Agree reasons why this is important Practise ways to make speaking up easier Our choice to be role-models of improvement Actions for leaders

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Choosing a positive attitude

It’s up to me

It’s down to them

• Results• Taking action• Doing something• Influencing where

you can

• Stuck, excuses…• But…• They never…• It’s the…

Getting unstuck

DO SOMETHING

If there were something that you could do…

what would it be?

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At our best

This is how our patients described their care in 12 months of compliments about our teams on NHS Choices. The height of each word is proportional to the number of times patients mentioned it.

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But not consistently

This is how our patients described their care in 12 months of negative comments about our teams on NHS Choices. The height of each word is proportional to the number of times patients mentioned it.

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Signing the pledge to never walk by… In pairs – commit to

each other A3 posters to take

to your teams Collect / scan /

make visible

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In summary…

70%70% of the variation in levels of engagement between staff is driven by employees’ direct

line manager High performing teams experience 5 times as much appreciation as criticism

Engaged teams deliver higher quality, safer care. For every 5% increase in a hospital’s staff saying they work in a ‘real team’, there is a 3.3% reduction in mortality rates

Equivalent to 40 people per year in the average hospital

Rudeness between hospital staff makes patient safety incidents more likely, as it impacts cognitive function of people on the receiving end & witnessing this behaviour

High performing organisations show a 3:1 ratio for

positive statements over negative statements in communications. It’s 5:1 for the best performing teams, role modeled by optimistic leaders.

Organisations with the best growth in productivity rates, source 80% of improvement ideas from the front line.

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We are giving all of our people…

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Freedom to speak up

What happens if we don’t speak up? What is your advice on doing it well? If we have to be good at giving

feedback, as leaders we have to be even better at…?

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Practising feedback

A time when you didn’t live up to our ‘putting you first’ standards

• Your behaviour• The impact

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Who wants change?

Who wants to change?

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Being flexible role models

I get

I do

They get

They doIt’s down to themIt’s up to me

We get what we give

‘We get what we give’ model is © April Strategy LLP, licensed for use at West Suffolk NHS FT

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Coaching self-awareness

What I get as a result

My actions and behaviours

What the other person does

What others get as result

I get

I do

You get

You doStart here

1 What did you do4 What result did you get

5 What result did you WANT?6 What could you have

done differently?

2 What did the other person get / understand, how did they feel?

7 What would they have got instead?

3 What did they do

8 What might they have done differently?

9 What might the result have been?

Choice cycle

‘We get what we give’ model is © April Strategy LLP, licensed for use at West Suffolk NHS FT

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Trusts have been asked to nominate a ‘speaking up guardian’

We nominate every one of our leaders to be our ‘speaking up guardians’

Supported by Executive and Board

We are all ‘speaking up guardians’

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We are giving all of our people…

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‘Freedom to improve’ ideas• Suggest ideas on the intranet• Rapid assessment / ongoing feedback

via the Transformation Team• If accepted – give you support to act

Freedom to improve, in two ways…1. It’s up to me… 2. Needs support

• Where you can ‘just do it’ as an individual or team

• Clear benefits to patients / colleagues

• Low levels of risk • Empowered to act

• Impacts clinical practice / safety

• Needs resource• Wider implications• Remove barriers

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Sources of inspiration for improvement Patient and staff

surveys and FFT Compliments and

complaints Incident reports Your own ‘Leadership

listening rounds’

Leadership Listening Rounds are © April Strategy LLP licensed for use by West Suffolk Hospitals NHS FT

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Choosing a positive attitude

It’s up to me

It’s down to them

• Results• Taking action• Doing something• Influencing where

you can

• Stuck, excuses…• But…• They never…• It’s the…

Getting unstuck

DO SOMETHING

If there were something that you could do…

what would it be?

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YES22

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NO22

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YES22

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Choose your words carefully

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We are giving all of our people…

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30 ABC is © April Strategy LLP, licensed for use at West Suffolk NHS FT

Resources and responsibilities Never walk by a chance

to appreciate, to speak up or to improve

Discuss with your team – using the revised ‘putting you first standards’

Introduce BUILD / ABC Encourage your team to

sign the pledge…

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Thank you@timmkeogh