Northern HR Summit 2018 - Transformational Change Session by Sheree Axon

1. Embracing Change
– Managing
Change
#beboldforchange
Presentation by
Sheree Axon
Director of Organisational Change and
Programme Delivery

2. Changes in the NHS over 30 Years
1987
2017
1987
The White
Paper,
Promoting
better
health is
published,
1988
Department of
Health and the
Department of
Social Security split
1991
Reconfiguration
of district health
authorities as
health
authorities
1996
Abolition of
FHSAs and
incorporation of
their
responsibilities
into those of
health
authorities
1999
Devolution of
power to Scotland
& Wales
2002
Abolition of NHS
regional offices;
Reorganisation of
96 health
authorities into 28
strategic
health authorities
in England
2007
The first year since 1993 when major
reform was not proposed or
implemented .
2012
Abolition of NHS regional offices;
Reorganisation of 96 health authorities
into 28 strategic health authorities in
England
2013
NHS England, NHS
Trust Development
Authority,
Healthwatch and
Public Health
England
established.
2015
Devolution of the
NHS in Greater
Manchester. STPs
introduced

3. 3
Where Change Works Well
1) Leadership – setting out a vision for the planned change, the benefits and outcomes and
ensuring strong leadership through the change process.
2) Organisation design & delivery- considering the full impact of any planned change and
working through the implications and impact ensuring that the full benefits and outcomes can
be delivered and that people and services have the resilience to cope
3) Programme & project management - how we plan and prepare for implementing change and
how the change process is then managed through to completion
4) Governance & decision making – how we make decisions relating to change and functions
and people affected by change and the handling of these
5) Change policy- our current organisational change policy and approach including affected by
change and at risk status designation
6) Capacity & capabilities- how we are organised to support the delivery of change locally and
nationally and the skills and experience needed across managers and staff representatives

4. The Transition Curve

5. 1. Everyone goes through the transition curve - but, we traverse the curve at
different rates and in different ways
2. At the point of our entry to the curve, we encounter others who entered the
curve at an earlier time – so we encounter each other at different stages
3. Don't skirt the emotional changes - Don't try to ‘get around it’. To get to
Acceptance (eventually), we each have to experience some form of Denial,
Anger and Self Doubt
4. There are strategies that can help us to cope – if we develop effective coping
strategies, our progression along the curve will be quicker and less painful.
Transition Curve Principles

6. Communication styles and the
Transition Curve

7. Practical Examples - Communication
styles to support transition
• Directing – Providing structure, supervising, clarifying
boundaries, clarifying goals and expectations.
• Coaching/Supporting - Praising efforts and achievements,
allowing expression of feelings, facilitating development,
positive encouragement, providing support, actively listening.
• Involving/Delegating – encouraging ideas, sharing
responsibilities and issues, creating sense of ownership and
responsibility.

8. Practical Examples – What Great Leaders Say

9. NHS England’s Women’s Network
In 2013 NHS England began a consultation with staff and trade unions about the
transformation of Primary Care Support services, or PCS.
These services, provided across England, had a workforce made up predominantly of women
working at the lower bands of Agenda for Change.
A key part of this process was providing staff support and development for everyone who
worked in the service to help them through an uncertain and difficult time
One vital element of this support was Springboard
It was a great success.
NHS England have continued to support the Springboard
programme, which to date has been rolled out to over
400 women In the NHS. As part of the programme we
held a Springboard Alumni Event, which was attended by
over 100 women in London.

10. NHS England’s Women’s
Network
Following the Springboard alumni event and additional research, it was identified
that there was a genuine appetite for a women’s network to support in their
personal and professional development in particular those in non-managerial roles.
The network currently has 260 members after launching in March 2016.
A highlight of the programme is an annual
Women's Network Event….
Inspirational women speakers shared their stories with
more than 150 delegates at the first NHS Women’s Network
event on Tuesday 8 March 2016.
Held on International Women’s Day, it was the first step
towards a network to support women working in non-
managerial roles in NHS England and Commissioning
Support Units.
#NHSbeingvisible
2017’s event is March 9th, again linking with
International Women’s Day

11. #beboldforchange