tapping into your team's energy for change
TRANSCRIPT
Tapping into your team’s energy for change
Rosanna Hunt
@rosielhunt
51% of full-time UK employees said they have experienced anxiety or burnout in their current jobYouGov Virgin survey (2015)
“Burnout is a big problem in the UK these days”
73% of social workers reported levels of emotional exhaustion so high they were above the cut-off threshold to be considered at risk of burnout Community Care (2016)
50% of UK GPs are at high risk of burnoutPulse (2017)
Physical energy
Energy of action,
getting things done
and making progress
The flexible, responsive drive
to make things happen
Spiritual energy
Energy of commitment to a
common vision for the future,
driven by shared values and a
higher purpose
Gives people the confidence to move
towards a different future that is more
compelling than the status quo
Because we WANT to,
not because we HAVE to
Remember a timeWhen you were part of a high performing, team with good energy balance
How did it feel being part of such a team?
Remember a timeWhen you were part of a team that WASN’T high performing or where energy was out of balance
How did it feel being part of such a team?
Social Energy
Energy of personal engagement,
relationships and
connections between people
It’s where people feel a
sense of
“us and us”
rather than
“us and them”
What is happening here?
How does this relate to your challenges?
How would you go about investigating & resolving such energy blockages?
Can you relate to this scenario?
Presenter: Rosanna Hunt @rosielhunt
“It’s not the strongest of the species that survive, nor the most intelligent, but the most responsive to change.”
Charles Darwin
The capacity and drive of a team, organisation or system to act and make the difference necessary to
achieve its goals
http://www.institute.nhs.uk/tools/energy_for_change/energy_for_change_.html
Creating energy for change is a high priority for team performance
‘“Energy for change” defined as
There is a relationship between energy balance and wellbeing
In “The Power of Full Engagement” Loehr & Schwartz look at well-being through the lens of professional athletes
Importance of rest/renewal/ activating the parasympathetic nervous system
There is a relationship between high energy and high performance
Teams with HIGH productive energy scored higher on:
• overall performance - 14% higher
• productivity – 17%
• efficiency – 14%
• customer satisfaction – 6%
• customer loyalty – 12%
Bruch and Vogel research
Intellectual energy
Energy of analysis, planning
and thinking
Involves gaining insight as well as planning and
supporting processes, evaluation, and arguing a case
on the basis of logic/evidence
The challenge of disproportionately high intellectual energy
Emotion is the fuel for change; data and information provide
directionDan Heath
(author of Switch)
E-motion is Energy in Motion – saying “no” to our emotions blocks the flow of energy
Psychological energy
Energy of courage, resilience and feeling safe to do things differently
Involves feeling supported to make a change and trust in leadership and direction
5 signs that energy is not being managed well
• You feel you need to seek permission to make decisions
• Negative behaviours dominate the working day
• Structure & hierarchy get in the way
• Culture of “task allocation”
• You suspect false urgency
Psychological
Physical
Spiritual
Social Intellectual
Teams perform best when five energies are in balance
Source: Energy for change publication by NHS Institute in collaboration with York Health Economics Consortium and Landmark Consulting
High and low ends of each energy domain
Social isolated solidarity
Spiritual uncommitted higher purpose
Psychological risky safe
Physical fatigue vitality
Intellectual Illogical reason
LOW
HIGH
Some questions
• Which group likely to have higher spiritual energy scores:– clinicians
– non clinicians
• Nearer to CEO in the structure:
higher or lower overall energy scores?
Source: Respondents to the energy for change questionnaire NHSIQ/Horizons team
Some questions
• Which group likely to have higher spiritual energy scores:– clinicians
– non clinicians
• Nearer to CEO in the structure:
higher or lower overall energy scores?
Source: Respondents to the energy for change questionnaire NHSIQ/Horizons team
Answers:
1. Getting things done at pace2. Building rational arguments3. Building a sense of solidarity4. Building common purpose5. Creating a safe environment
What are you best at doing in your teams?
Psychological
Physical
Spiritual
Social Intellectual
Where do your challenges lie?
Build social energy: Share your story
What causes you stress and anxiety at work?
‘behaviour change happens in highly successful situations mostly by speaking to people’s feelings.’
Kotter, J P and Cohen, D S (2000)
Build psychological energy –permission to make a difference
+See Amy Edmondson for much, much more on building psychological safety in teams
Build spiritual energy: Re-imagine a new future together
Imagine the future as your starting point - the impact you wish to achieve.
• Move quickly to action
• Be prepared to fail fast, learn and move on again
• Look for opportunities to be visible and to achieve high impact (use social media)
• Measure and celebrate successhttp://www.sagewoodwellness.com/25-inspirational-health-and-wellness-quotes/
#beingvisible
Key references
Stanton Marris on Organisational Readiness for Change: “Energy generators”
Amy Edmondson on Psychological Energy: Moving from Comfort Zone to Learning Zone [TES talk available online]
Brush & Vogel on Organisational energy: “Fully Charged” [book]
Steve Radcliffe on organisational energy: “Four energies” [In his book on Leadership]
Tony Schwartz on personal energy: “The productivity paradox” [TED talk available online, Schwartz’s Twitter feed “The Energy Project”]
Schwartz & Loehr on energy and wellbeing: “The Power of Full Engagement” [book]
Publication by the NHS Institute for Innovation and Improvement in collaboration with York Health Economics Consortium and Landmark consulting: “Building and aligning energy for change” [available online]
The SSPPI Energy Index measures how much energy a team has for a specified change.
There are five energies that are important for change to be successful:
Psychological
Physical
Spiritual
Social Intellectual
The value for teams, is in the facilitated discussion that happens after they receive their team Energy profile.
Introducing the SSPPI Energy Index
How do I go about measuring my team’s Energy for Change?
Team leader identifies the change that they want to measure energy for
Ask the team to complete the online questionnaire, ensuring:• they use the allocated team code*• they understand the change they should
answer the questionnaire in relation to• anonymity – to encourage honest
responses• a deadline for completion is set
Arrange a feedback call to discuss:• The team’s results• A date for facilitated feedback to the
whole team (via webinar or face-to-face)
*obtain the link to the questionnaire and team codes from [email protected]
Tony Schwartz’s Productivity
Paradox
Steve Radcliffe “4 Energies”
Bruch & Vogel
Energy awareness-building task
Psychological
Physical
Spiritual
Social Intellectual
1
2
3
4
5Social
Spiritual
PsychologicalPhysical
Intellectual
• Plot your energy • Plot the energy of those
around you• Plot where you would like
your energy to be