Want some practical advice on how to develop change strategies at system level?
Would a toolkit with ideas and case studies help?
Well look no further ……. improvement.nhs.uk has produced ‘In it together ‘ which is a strategy toolkit and set of case studies people wanted to share to help others with links to resources that you might find useful.
You can find the toolkit here and some really useful case studies here
http://www.fabnhsstuff.net/2016/05/03/in-it-together/
Do you have any habits that could harm your work or career? Maybe you check your email when you’re in meetings, turn up late to client visits, or take personal phone calls when you’re supposed to be focusing on your work. You might even let habits like watching too much television or excessive Internet surfing stop you working on learning goals in the evenings and at weekends.
Bad habits like these can damage reputations and limit what’s possible in our lives and careers, so it’s important that we learn how to deal with them.
In this article, we’ll look at bad habits in more detail: we’ll explore why certain behaviors become habits in the first place, and we’ll show you how you can overcome them.
https://www.mindtools.com/pages/article/bad-habits.htm
The saying “hope for the best, prepare for the worst” has always struck me as supremely sensible advice.
In business, however, with livelihoods at stake and reputations at risk, having a crisis management plan ought to be high up on a leader or manager’s list of priorities. But, as we show in our article, Planning for a Crisis, almost a third of companies who responded to a survey waited until disaster struck before they drew one up…
https://www.mindtools.com/blog/2016/04/29/crisis-catastrophe/
“Managers who pressurise their staff to go that extra mile risk harming their employees’ health,” the Daily Mail reports.
New research suggests “transformational managers” – charismatic high achievers – may increase levels of sickness in the workforce.
Supporters of transformational management would say it combines individual charisma and the ability to motivate staff and stimulate employees with being able to gauge the strength and weaknesses of staff members on an individual basis.
A poster boy for transformational management would be the late Steve Jobs of Apple fame.
But playing devil’s advocate, you could argue that some managers who try to adopt this style fail to get their approach right, and it’s more intimidation than motivation.
Think of the fictional boss from hell, Miranda Priestly, as played by Meryl Streep in the film The Devil Wears Prada.
Researchers followed Danish postal workers for three years. Those with line managers displaying a transformational leadership style had more sick days off work a year later – about four days more a year. The link was not seen in the subsequent year.
They report some staff members were coming into work even though they were ill – what’s known as presenteeism. This could exacerbate health problems and lead to long-term problems with productivity.
So overall, this study shows that transformational leadership may have a dark side, but needs more investigation so we can better understand the link. A longer-term assessment of the effects of presenteeism would also be useful.
Like innumerable other emergency departments (ED) in the UK, Leicester faced difficulties with recruitment and retention of medical staff at all levels.
What did we do?
The delivery of international recruitment by a core team concentrating on processes of recruitment, support, training and integration of this staff group into the workforce and the retention of junior grade doctors (with time growing our own future middle grade/senior workforce), including constantly reviewing practice for improvements to ensure patient safety and staff satisfaction.
In this guest post, Nigel Dessau, founder of The 3 Minute Mentor, explains why you should take a proper vacation – getting some quality time away from the workplace can help you to reduce stress and improve your productivity.
https://www.mindtools.com/blog/2016/04/18/5-steps-to-a-better-vacation/
Your dream comes to an abrupt end with the alarm clock’s screech, and your heart sinks. You have a long commute to face, but that’s not all. At least eight hours stretch ahead with a manager who cares nothing for you or your co-workers. All she’s interested in is results, results, results. As she said yesterday, “We’re not here to have fun!”
If this scenario sounds familiar, you’ll know all about the “Produce or Perish” style of management. This gruesomely but accurately named approach is rarely appropriate and is often counterproductive.
After all, if you’re treated callously or with suspicion, you might feel resentful or afraid in response. Then your behaviour arouses further concerns for your manager, who “ups the ante” and tightens his grip further. Together, you can get locked in a negative cycle – and you certainly won’t be productive…
https://www.mindtools.com/blog/2016/04/15/not-here-have-fun/
Leaders of world-changing movements, from social leaders such as Martin Luther King Jr. to business leaders such as Steve Jobs, persuade people to follow them into the unknown, the unpredictable, and the untested. Because change is both scary and difficult, they also help those followers push through their fears and overcome big obstacles. I wanted to see if there was a method to that magic, since it’s so critical for organizations to keep innovating and reinventing if they want to survive over the long term. (Many companies, including my own, have learned this the hard way as core products and services have matured beyond their sell-by date.) So my colleague and I studied the most successful movements in business and society to look for common patterns.
https://hbr.org/2016/03/successful-movements-all-have-3-acts
When you last applied for a job, what was it that attracted you to the role? Was it simply the salary and perks, or did the company offer something more?
The paycheck is the deciding factor for some people. Others want to feel fulfilled by their roles, and to work for an organization that shares their values. So, how can you meet the needs of these more demanding candidates, so that you can attract the best people? And how can you keep them on board and engaged for the long term?
One way to do this is with DREAMS – a model for creating authentic organizations and for helping people to be their very best.
https://www.mindtools.com/pages/article/goffee-jones-dreams.htm
No one intends for their communication to be a burden; it’s not like people leave voicemails with the express purpose of distracting you from your most important work. And yet far too often that’s the result. You receive their missives with dread because each one entails more time expended and new obligations that you’ve been dragooned into.
If you have colleagues that are needlessly demanding too much of your time, here are four strategies you can use to deflect — politely — the entreaties of the less productive.
https://hbr.org/2016/03/fending-off-a-colleague-who-keeps-wasting-your-time