Critical Role of Leadership in System Transformation:. Change Management. Thursday, May 3, 2012. Introductions & Acknowledgements. Presenters: Kristen Smith Sharon Burke Wanda Sabb. Learning Objectives. At the end of this webinar, participants will be able to
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
Critical Role of Leadership in System Transformation:
Thursday, May 3, 2012
Kristen SmithSharon Burke
At the end of this webinar, participants will be able to
The City of Philadelphia integrated its behavioral health care and intellectual disability services into a comprehensive system.The Department of Behavioral health and Intellectual disAbility Services (DBHIDS) provides services through a network of community provider agencies while collaborating with the Philadelphia School District, child welfare, judicial systems and other key stakeholders.DBHIDS staff embrace and implement a vision of:recoveryresilIenceself-determination
Seeking to align system transformation concepts, practice and context
Roland Lamb, Arthur Evans, William White: The Role of Partnership in Recovery-Oriented Systems of Care: The Philadelphia Experience
It is important to understand how change affects the people in your organization. Change means letting go of something we are attached to. It triggers fear, anger, resentment and insecurity.
There are Three Phases of Dealing with Change
Or How Change is Experienced:
Endings: A period when people deal with the losses associated with change and learn more about the change.
Neutral Zones: A period of ambiguity and confusion when people open up to the change and orient themselves to the new patterns of behavior.
Beginnings: A period when people fully embrace the new patterns of behavior.
In the 3 phases of transition, a person can move back and forth between the stages as feelings associated with the three stages emerge.
Leadership is the ability to influence others in a manner that causes them to want to act, become, or be a part of something.
There are several factors that are needed to successfully
□ the ability to communicate appropriately
□ effective people management
□ emotional intelligence
BusinessWeek.com/Hay Group survey 2010
Occurs when the leader rewards or punishes individuals, depending on the adequacy of performance
Exchange relationship; contingent reinforcement
Does not address individuals self-worth, interest or intrinsic satisfaction
Provides a better fit when managing change process in System Transformation
Inspire followers to commit to a shared vision for the organization,
Can occur at all levels and by any individual in the organization
Emphasizes intrinsic motivation and focuses on positive development of individuals in the organization
Leaders create an open, trust-based culture so that communication can flow from bottom-up and top-down
“Change is the only constant”
-Heraclitus, Greek philosopher
8 Step Process for Leading Change
John Kotter: Leading Change
FIVE PRACTICES OF EXEMPLARY LEADERSHIP
James Kouzes and Barry Posner: "The Leadership Challenge Workshop"
• Leaders’ actions speak louder than words
• Stand up for beliefs
• Set the example by aligning actions with shared values
•Live by their values
INSPIRE A SHARED VISION
□ Envision the future by imaging exciting and ennobling possibilities
□ Enlist others in a common vision by appealing to shared aspirations
○ Challenge is the opportunity for greatness
○ Leaders welcome opportunities to test their abilities
○ Search for opportunities to change the status quo
○ Look for innovative ways to improve work and their organization
“The best way for me to give power to other people…is to allow creativity and freedom to explore new ideas and ways of thinking.”
Jill Cleveland, Finance Manager of Apple, Inc
● Leaders don’t travel alone
● Strength and develop others by sharing power and information
● Foster collaboration by promoting cooperative goals and building trust
“If everyone is doing a great job, what’s the problem in letting them know that?
Lindsay Levin, Whites Group Chairman
□ Expect the best
□ Personalize Recognition
□ Create a spirit of community
□ Be personally involved
“The real dividing line is passion. As long as you believe what you’re doing is meaningful, you can cut through fear and exhaustion and take the next step.”
Arlene Blum, PH.D in Biophysical Chemistry
THANK YOU FOR YOUR TIME AND PARTICIPATION IN THIS WEBINAR!