6. In 5 years our technology will be 32
x better than it is now
In 10 years it will be a
1000 x better
In 20 years it will be a
million x more advanced
Ryan Arshad
BrandCap
11. Gallup global research:
• Only 13% of the workforce are engaged
(contributors)
• CONTRIBUTORS create six times the value to
an organization compared to the COMPLIANT
www.gallup.com/poll/165269/world-wide-employees-engaged-work.aspx
12.
13. People who are highly connected have twice
as much power to influence change as
people with hierarchical power
Leandro Herrero
http://t.co/Du6zCbrDBC
14. How to kill consensus before it
murders innovation
•Consensus feels safe
•Hire some rocket ships
•Dissension is an obligation
Jackie Dryer, Savage Brands
True Leaders Believe Dissent is an Obligation, HBR Jan 2017
18. is the new normal!
“By questioning existing ideas, by opening new
fields for action, change agents actually help
organisations survive and adapt to the
21st Century.”
Céline Schillinger
Image by neilperkin.typepad.com
19. How might you support
rebellion/dissention/in your
team!?
1-2-4 All
22. Radical Candor
Tips for a leader
• Impromptu Guidance
• Making back-stabbing impossible
• Make it easier to speak truth to power
• Put your own oxygen mask on first
29. Framing
“People change what they
do less because they are
given analysis that shifts
their thinking than because
they are shown a truth that
influences their feelings.”
(John P Kotter (2002), The
Heart of Change)
30. How can we make sure that your
team has no momentum?
How can we make your team feel
deflated and suffocated?
TRIZ
31. The power of HMW
HMW replace the bulb?
HMW see in the dark?
HMW use a different light source?
HMW avoid using this room?
HMW build a better lightbulb?
The lightbulb isn’t working.
Tweet us @Design4AHS
#SprintSchool
32. “I have a dream”
“I have some new
guidelines….”
41. Courage
Bravery
Honesty Perseverance
Enthusiasm
If I were 10% braver, I could…
If I were more honest about what
my team needs from me, I would…
Doing these things gives me
energy and a positive perspective.
The most important priority that
needs my tenacity is…
@Loiskelly Cofounder of Rebels at work
42.
43. Get in touch
Let's chat: Design.Lab@albertahealthservices.ca
@Design4AHS
@Design4AHS
D4AHS.com
Medical costs location time, people – internet of medical things
Democratization of medicine means the end of paternalism
Democratization will lead to more peer to peer pressure medicine
Networks can connect people and devices in ways that make the whole smarter than the sum of its parts
4) Democratization of medical knowledge – people with medical problems have the time that the medical establishment does not have
5) Open health movement (value based payment)
6) Medical education is near turmoil
7) Patients may ultimately be better at understanding risk than many physicians
Key facts
Climate change affects the social and environmental determinants of health – clean air, safe drinking water, sufficient food and secure shelter.
Between 2030 and 2050, climate change is expected to cause approximately 250 000 additional deaths per year, from malnutrition, malaria, diarrhoea and heat stress.
The direct damage costs to health (i.e. excluding costs in health-determining sectors such as agriculture and water and sanitation), is estimated to be between USD 2-4 billion/year by 2030.
Areas with weak health infrastructure – mostly in developing countries – will be the least able to cope without assistance to prepare and respond.
Reducing emissions of greenhouse gases through better transport, food and energy-use choices can result in improved health, particularly through reduced air pollution.
Changes in climate are likely to lengthen the transmission seasons of important vector-borne diseases and to alter their geographic range. For example, climate change is projected to widen significantly the area of China where the snail-borne disease schistosomiasis occurs(3).
Malaria is strongly influenced by climate. Transmitted by Anopheles mosquitoes, malaria kills over 400 000 people every year – mainly African children under 5 years old. The Aedes mosquito vector of dengue is also highly sensitive to climate conditions, and studies suggest that climate change is likely to continue to increase exposure to dengue.
End of Moore’s law 16, 24, 36
1. Consensus feels safe. Safety is the opposite of innovation.
Put simply, disagreement feels dangerous to many people. New brain imaging research shows that those who rarely disagree with the opinion of larger groups experience greater anxiety and heightened mental stress when faced with conflict. This biological fact can often lead groups to a premature agreement, leaving more interesting ideas or approaches unexplored. When everyone “agrees,” the tension goes away, and we can move on to the next item on our to-do list.
So how do you break the consensus habit? Try working backward. Once your team has agreed on a way forward, ask them to backtrack and come up with three approaches “as if they disagree” with the conclusion you’ve all just reached. Chances are, there’s someone in the group who didn’t actually agree the first time around. This exercise offers a low-pressure approach to getting juicier, more unique ideas on the table.
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2. Dissension is not negativity.
That brings us to our second point: the value of dissension. Many times, we value the peacemakers among us. It’s natural to gravitate toward and want to work with those who agree with our way of doing things. Unfortunately, this is also the quickest way to cut ourselves off from fresh new ideas. Think, for a moment, about how you feel about the team members who always have an alternative viewpoint or question the way things are done. Do you feel irritation? Maybe you think of them as troublemakers, agitators or just plain difficult. In actuality, they could be your most valuable decision making asset.
Jonah Berger, the author of Invisible Influence, suggests the idea of a “designated dissenter.” This is a team member whose job consists of disagreeing with the rest of the group -- playing devil’s advocate even when they agree with the majority. The designated dissenter points out holes, brings forward alternate ideas and, ultimately, frees those in the group who actually hold an opposite opinion to speak their minds. By choosing one designated dissenter at the top of each meeting, you can guarantee unique viewpoints will be heard and discussed.
Note: A designated dissenter’s main goal is not to question the “why,” but the “how.” When your end goal has been agreed upon, it’s up to the DD to help discover alternative ways to get it done. The “why” discussion should have happened at a higher level, before the “how” discussions began.
3. Committees happen.
Even in an organization that discourages groupthink, invites dissent and welcomes lively debate, committees and boards of directors still exist. But they don’t have to be roadblocks to innovative thinking. The key lies in constructing boards that exist to encourage innovation, not rein in or police new ways of thinking. Organizations can and should focus on building boards that are focused on more than growth and numbers. Boards should realize that new growth doesn’t come directly from last quarter’s growth but is built on new ideas and approaches.
This requires rethinking what a board of directors is and does. Consider what it would be like to choose a board of directors based on their ability to think differently and to value innovation, not money or connections. While the board -- or any committee -- should be honored, heard and respected, they should function in an advisory capacity, not as the be-all, end-all decision making. Your existing board probably functions as a cargo freighter, designed to stay the course and travel established trade routes. This is fine. But sprinkle in some rocket ships -- those thinkers and innovators who will always find a new way and question the status quo.
Let’s end where we began, with that innovator, questioner of the status quo, and certified "rocket ship," David Ogilvy. He also said, “Talent, I believe, is most likely to be found among nonconformists, dissenters, and rebels.” And by hiring these people and engaging them in our decision making processes, we’ll find the freshness that moves businesses, people and ideas forward. And that’s something we can all agree on.
The trouble is, even when employees are informed and inspired by the company’s direction, they may be left feeling unclear about exactly what they need to do differently to help the company meet its goals. As one professional recently said to me, “Our new corporate purpose and strategy are great, but they don’t change how I do my job.” And, like the waterfall, the cascade approach puts intense pressure on senior leaders to have everything figured out, which can cause delays or result in messages that do not have full executive buy-in.
As a result, the typical strategy cascade often fails to generate the level of clarity, commitment, and action required to move a new strategy forward. To take ownership, teams need more than information or inspiration — they need a specific, personalized license to act. Without clarity on what they are responsible for, which decision rights they own, what inputs they can count on, and who is depending on them to deliver, they cannot move confidently into action. That sort of clarity and commitment requires mutual information-sharing, negotiation, and problem-solving, none of which is the focus in a cascade. It is, however, the hallmark of what I call the chartering approach.
Praise and criticism –
People tell you that you are going off the wrong track
More important that others do it to each other
Give a damn – cared about me personally
Its your job to say something
Its in private if its criticism – and praise in a public setting
If your not doing radical candor then you are:
An asshole
Insincere (listening) – but no action …
Ruiness empathy
Rate your guidance – will push you towards the right direction
Raise problems – not trying to create boss killers
Infancy – understand to create for others you are creating for
Curiosities
Analogies
What if … (team meetings – we know there is no right way or right answer)
Drive to work differently – expose yourself to new experiences – fight routine
Robert Weisman – study luck
Fill out a survey and find out if you were lucky or unlucky – he did an experiment that is fascinating – brought 400 people a survey – then lucky people in one room and unlucky people in the other room.
How many pictures are in this newspaper as fast as you can. Unlucky group = 2 minutes Lucky group = 20 seconds. What’s the difference. Unlucky group methodically group counted each picture – and the lucky group – stop there are 43 pictures in this newspaper – curious enough to look beyond the pictures.
Minds change when we look beyond the obvious
Rockstars vs Superstars
Colleen
How can we start to build alliances??? How can we link ideas for change/improvements….
“Frame It!”
ER
Colleen
Framing is the process by which leaders construct, articulate and put across their message in a powerful and compelling way in order to win people to their cause and call them to action.
Compare and contrast how we can frame our ideas…..
“I have a dream” versus
“I have some new clinical guidelines for you….”