do od was launched in february 2013 with three simple goals/media/employers/documents... ·...
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Welcome to Doing OD in the NHS: Volume I, or as we’ve lovingly come to know it, the
SuperDoc. This is our first anthology, the beginnings of a body of work created by and for
OD practitioners across the NHS. We hope you find it useful and inspiring.
Do OD was launched in February 2013 with three simple goals:
- Connect: create spaces where OD practitioners in the NHS can work together
- Share: showcase OD work and stories from across the NHS
- Learn: contribute to the development of OD practice and practitioners in the NHS
In just over a year, Do OD has surpassed our initial expectations of what it could
become. This is undoubtedly down to the amazing engagement from our OD community.
We feel incredibly lucky to work with such talented, enthusiastic and passionate people
every single day.
We’ve worked with some fantastic global OD experts and thought leaders over the last
year who regularly remarked on the value of Do OD as a resource for practitioners. We
take our responsibility incredibly seriously and will continue to deliver ground breaking,
thought provoking and supportive work that will shape the future of OD in the NHS.
Cath Heaney and
Paul Jebb
Explore the Caremakers work around culture change
and the embedding of the Six Cs
Meeting up – thank goodness
for telephone and emails!
Recognition of the difference of
perspectives of OD practitioners
from clinical and non-clinical
backgrounds
Balance Scorecard Project
@CathHeaney
@ PaulJebb1To encourage OD teams to build clear links with
patient experience teams and work jointly towards
culture change
To connect more with the Caremakers and gain
understanding of their role
OD Superstars: Sue Whittam and Cath
Heaney
Campaigns: Caremakers and
#hellomynameis
Blog: Mark Doughty’s Patient Voice
Ensuring the patient voice is heard and understood; help OD staff understand
the importance, value and impact of it and provide tools to assist
To give clarity, consistency and alignment into how patient voice is integrated into
OD practice
Understanding all the areas we had to
address
Generic understanding of what patient
centred really meant
Wider engagement with each other and the
ultimate benefit to patients
To develop more empowered and competent OD practitioners that contribute to
a patient driven and focused NHS
Make OD understandable to the whole organisation
Blackpool Case Study
The value of the OD and Quality departments
working together
The benefits to joint project leadership with
OD and clinical teams
Richard French-Lowe
That from an initial
unclear aim we have a
finished product for
stage one
Our Journey
Richard.French-
@FrenchLowe
We are going to link in with the CCG OD
Network and share best practice across the
organisations
Diagnostic Tools
To create a list of diagnostic tools freely available for all
types of situations and issues, and details on what each
tool is, when you should use it and how it should be used
Populating the more
detailed matrix as there will
be many viewpoints
OD for CCGs Resource Library
Organisational Development for CCGs
Amanda Grindall
Carving out the time to get
together, create a new
network and deliver
resources
@AmandaGrindall
Personal reflections on system wide OD
practice
The history of NHS reform
System OD timeline for the NHS:
To define what system wide OD is
Share what we know personally about
system OD from our experience
The Health and Social Care Act Timeline
Collate and share research and other
resources for system OD
Track the history of system OD in the NHS
The history of the NHS in England
Article: Is System Leadership the Only
Game in Town?
Our new bonds – built through
the generosity and tenacity of
members to contribute to the
process despite the challenge
Design and develop a ‘System
Implementation Community of Practice’
Case studies
Further articles and resources
Diagnostic Tools
Kelly Angus and Adam Turner
Sharing case studies and knowledge
Defining and Demystifying ‘Talent’ in
the context of OD
Our Do OD Workgroup and
workshop participants
What Talent Management means
in the NHS Masterclass Slides
@KellyAngusHR
@NHSAdamTurnerFurther work on supporting OD practitioners with practical
hints and tips to recognise and engage in Talent
Management in the context of OD in their own organisation
or local health economy linking them to all support offers
available
Ensuring the resources available meet the needs of OD
practitioners across the Do OD community
NHS Organisational Talent Toolkits
Blog: How to win the generation
game
Facilitate space for DoODs to explore talent management in relation
to their roles and practical application in their organisations
Demystify and define talent management with our DoODs
Determine whether we are resource rich or resource poor in
relation to tools to support OD practitioners
Method vs. Concept – Different things to
different people and organisations. One size
doesn’t fit all.
The role of an OD Practitioner & the wider
system in relation to Talent
The expertise and knowledge in the
HR/OD community within the NHS
What Talent Management means
in the NHS Masterclass Outputs
NHS Leadership Academy Talent
Approaches
Connecting, Sharing and
Learning!
Beginning to demystify talent
and share ways DoODs can do
it in their practice
NHS Inclusive TM Handbook
Carolyn Norgate and
Julia Petherbridge
Exploration into the new lines of inquiry that we uncovered
OD is a contextual practiceThe main recommendation: To develop OD
practitioners we need a safe space in which
to sharpen our practice
Julia.Petherbridge@tvwleadersh
ipacademy.nhs.uk
@CarolynNorgate
@JuliaPeth
How do we recognise OD practice; OD NHS
Awards?
Further inquiry into the areas highlighted in the mindmap that we didn’t follow
A Safe Place to Stay Sharp
Sample NHS OD Job Descriptions
OD Superstars
To recreate the conditions of building OD capability in the group
through using Co-operative Inquiry
To inquire into the issues facing us in building OD capability in the
NHS
OD challenges the standard NHS paradigm
A process that enabled us to stand in our
own authority with this recommendation
The counter-cultural quality of the
recommendation – that we need to look after
ourselves, as well as everyone else
The shifts and changes in the group
Article: The Role of the OD
Practitioner
Exploration through Cooperative
Inquiry
Article: The OD Mindset
Career Pathways
That we lived it as a group and from here the
key finding emerged
Paul Deemer, Sarah Akhtar and
Cat Carpenter
Thanks to all the group members for their hard
work
Determining our path, staying on the right side of
the road (i.e. not straying into other workstreams)
Being part of the greater work of OD
across the NHS
OD Mythbuster Bingo
@NHSE_Paul
@SarahaOD
@Cat_Carpenter_
The work of this group going forward will be
incorporated into the GROW OD strand of Do OD
Leadership Academy’s Healthy
Board Toolkit
Leadership Academy’s Leadership
Model
Giant DoOD
Ensuring that there is a strong OD presence in the development and
implementation of business and transformation strategies and ensuring
business strategies engender OD thinking and practices (whole systems
approach)
Raising the profile of people risks and issues associated with large scale cultural
change and transformation
Getting our hands on best practice from colleagues
– although we know it exists!
Choosing where to start
Still being able to make time to be involved a
year on
The great feedback from colleagues at the
event earlier in the year
Increasing the self awareness of OD leads and equipping OD practitioners’ with
the skills needed to have confident conversations with senior leaders and
influence key decisions and plans for the future
Supporting CEOs and senior directors to understand the value added elements
of OD
Equip OD practitioners with the tools and ability to influence leaders by:
Brainard and TLC’s resources on
measuring and calculating ROI
Further resources
Article: An approach to influencing
leaders
Mike Barnett and Jodi Brown
Sharing stories of good practice to show values,
behaviour and culture in action
@MikeBarnett58
@JodiMBrown
Development of an ‘I am the Culture App’
NHS Employers Values Based
Recruitment Tools
Michael West Blog
Share definitions of values, behaviours & culture & their inter
relationship
Our creativity & ideas
To collate and share success stories & help to create
conversations about values, behaviour and culture
Collate impactful tools and techniques that have been used within
the NHS
The Francis Inquiry and the Do OD
Francis Project
#hellomynameis
CULTURE
The complexity and range of what
‘culture’ can mean
Culture Workshop Summary
Articles from Nick Holley and Stefan
Cantore
Collection of Cultural audits, tools,
articles and blogs
Connecting our work with the Culture and OD
Francis Project
Karen Dumain
Development of an App to enable NHS
organisations to access the tools developed
Making sure we are all
connected from different
parts of the country!
The talent, expertise, commitment,
passion and enthusiasm of our ten
fantastic organisations
A library of resources which include
examples of good practice, methodology,
and academic and thought pieces
Karen.Dumain@leadershipacad
emy.nhs.uk
@KarenDumain1
On-going support and development to the ten
organisations
Developing the OD readiness tool which will be
tested by our Beacons and Pilots
Validation and support from our
academic partner – Southampton
University. Thanks to Stefan Cantore
To share learning across 10 organisations to look at how OD
methodology, good practice and OD tools can be an enabler in
supporting culture change in organisations
The rich content and connections
we have made ready for the next
phase of our project
To identify five ‘beacon trusts’ who have effectively used OD to
change their culture and five ‘pilots’ who are beginning their journey
To develop an OD Readiness tool for organisations which will help
them to identify conditions which will need to be created to achieve
maximum cultural change impact
On site visits and the first day of
shared learning and practice for the
ten organisations
A national event in November to launch the
OD readiness tool and resources and
showcase the work
The Francis Inquiry and the
Do OD Francis Project
Karen Dumain
Looking to develop future OD virtual mentoring
training
More applications than
places for virtual OD
training (but we hope to
have more!)Our fantastic seven
virtual mentors and the
brilliant training provided
by Ashridge
Seven trained and ‘ready to go’
virtual mentors
Karen.Dumain@leadershipacad
emy.nhs.uk
@KarenDumain1
Developing & building Grow OD to include
other initiatives – what are your ideas?
Developing our OD Virtual mentoring scheme -
matching mentors & mentees, and beginning
our practice!
An opportunity for OD practitioners
across the NHS to request a mentor
A new Do OD initiative to build & develop our OD capability and
capacity. We are starting with a Virtual Mentorship Programme
to give OD practitioners across the country access to a trained
mentor who will offer support & development virtually instead of
face to face.
The support of TVW Leadership
Academy in sponsoring this
training
A Safe Place to Stay Sharp
Topics that feature as part of
Think Brighter include:
• Implementing seven day
services
• Delivering integrated healthcare
• Job design for flexible working
• Motivating staff in challenging
times
• Social media
• Development of support staff
Think Brighter aims to provide support to employers across the NHS with making workforce
changes to deliver high quality care against the backdrop of a challenging financial
environment.
As part of this programme, we want to provide you with a space to think about the big issues
currently facing the NHS which require a substantial commitment to change.
We want to help you consider new ideas and approaches for addressing large scale change
and the challenges that we are aware colleagues are faced with on a daily basis.
We intend to create a space on our website for the sharing of best practice and provide
access to experts, from both within the NHS and beyond, who can share their skills,
knowledge and experience.
If the NHS is to prosper in these challenging times, then we believe that collaboration,
improvisation and the ability to Think Brighter are essential, and these are the key
ingredients that we intend to include in the delivery of our new work programme.
We have already begun to collate some exciting resources
around these topics, all of which are available on the
Think Brighter Campaign page:
• CEO Job Share Case Study – Mike Attwood and Stephen Jones,
Coventry PCT
• Blog: Celebrities and Trolls... The Many Myths of Twitter
for Nurses...Busted!
• Blog: Do Social or Being Sociable?
• Virtual Wards Case Study: East London NHS Foundation Trust
• ‘The WWL Way’ Case Study – Wrightington, Wigan and
Leigh NHS Foundation Trust
Do OD website NHS Leadership Academy
Do OD Seven Projects
Think Brighter
Organisational Development for CCGsFrancis Culture Project
iDoOD – our regular bulletin
Do OD TEAM Toolkit
DoODcast – our monthly news podcast NHS Employers
OD Superstars
OD Awards Calendar 2014
Michael West’s Do OD Blog
Mee Yan Cheung-Judge’s Do OD
Blog
Do OD Articles and Blogs
NHS OD Network on LinkedIn
Do OD Twitter
#ODecember – a month of OD goodies
Twitter Takeover 2014
ODN Europe
Version 12
4 July 2014
Do OD was highly commended in the Community
Building category of the 2014
ODN Europe Awards.
Huge thanks to everyone who has been involved
with and supported Do OD over the last year.
Special thanks to each of our seven OD group leads
and members for the amazing work you’ve
delivered. Thanks to the steering group members
for shaping Do OD from the start, to everyone who
has taken part in our conferences and events, to
those who take the time to listen to our podcast
every month or read our bulletin. Thank you
wonderful LDP leads and your teams. Thanks to
every single member of the NHS OD Network on
LinkedIn (that’s 904 of you and counting) and to
everyone who follows DoOD on Twitter. Thank you
to the OD gurus who have shared their work and
their brains with us. Thank you to our own NHS OD
Superstars. You rock. Thank you to NHS Employers
and the NHS Leadership Academy for making it all
happen.
Paul would like to thank everyone who has played a
part in Team DoOD over the last year: Karen,
Darran, Rachael, Jacquie, Scott, Jono, James, Dan,
Allie, Lisa, Steph, Danni and Rebecca for being
utterly amazing. Thank you Dean Royles, Sue
Covill, Karen Lynas and Chris Lake for believing in
the potential of Do OD. We’ve only just begun…