Module 1 Study Guide - School for Change Agents

MODULE 1 STUDY GUIDE
Being a health and care change agent:
change starts with me
‘I do not think you can really deal with change without a
person asking real questions about who they are and how
they belong in the world.’
David Whyte, The Heart Aroused 1994
http://www.theedge.nhsiq.nhs.uk/school/
@Sch4change #S4CA
www.facebook.com/sch4change/

School for Change Agents Module 1 Study Guide
www.theedge.nhsiq.nhs.uk/school/ 2 SCA 2017
Contents
Introduction.......................................................................................................................................... 3
This study guide................................................................................................................................ 3
The overall goals [learning outcomes] for this module..................................................................... 4
What are YOUR goals as a health and care change agent?............................................................... 4
Setting the scene: the challenge of change ...................................................................................... 5
Change is changing ........................................................................................................................... 6
Who are the change agents in health and care?............................................................................... 6
Rebels versus troublemakers ................................................................................................................ 7
Rocking the boat and staying in it......................................................................................................... 8
Being a great health and care change agent is about knowing, doing, living and being change that
makes a difference............................................................................................................................ 9
Beginning to be the change: Working out loud............................................................................... 10
Beginning to be the change: My 3 words........................................................................................ 11
Beginning to be the change: RCTs................................................................................................... 12
Call to action....................................................................................................................................... 12
Bringing it all together .................................................................................................................... 13
References and resources................................................................................................................... 13
Additional resources........................................................................................................................... 14
This Study Guide was prepared for the School for Change Agents by Pip Hardy, Pilgrim Projects Limited.

Module 1
Being a health and care change agent:
change starts with me
Introduction
‘Be the change you want to see in the world.’ MK Gandhi
Welcome to the first module in the School for Change Agents.
It’s tough being a change agent in health and care, particularly when other people don’t always get it
or want to change. Yet big change happens in health and care only because of heretics and change
agents: passionate people who are willing to take responsibility for change. We are people who
support the goals of our health and care systems, but also want to change existing thinking and
practice and improve care for patients and people who use services.
Being a change agent isn’t related to hierarchy or position and you don’t have to work in the NHS or
social care to qualify as a health and care change agent. People taking part in the School for Change
Agents include patients, carers and service users, students, educators, managers, senior leaders and
improvement facilitators as well as clinical and care staff.
The School for Change Agents seeks to provide us with tools, ideas and connections with a
community of like-minded practitioners to help us thrive and survive as agents of positive change.
This study guide
‘Education is the kindling of a flame, not the filling of a vessel.’ Socrates
This study guide is intended to enhance and complement the web seminar and help deepen your
thinking and reflection. It is not compulsory, but it may give you some ideas of things to think about
and questions to ask, and you may take some inspiration from some of the examples and
quotations. If you would find it helpful, please feel free to use this guide as a place to keep track of
your own thoughts and ideas so you will have a record of your work on the module and the overall
programme.
Every week, we will make a module study guide available at least 24 hours before the web seminar
begins. You can download the study guide from the website and use it to record your reflections
during and after the seminar. You can also use the study guide in the discussions you have with your
mentor or School learning group after the web seminar.
Throughout the study guide there are shaded sections for you to reflect on your own experience or
respond to key questions. Even if you don’t write anything down, do take a few minutes to think
about your responses to the questions and prompts; again, these could form great discussion points
for your School learning group and Learning Set.

The schedule for the release of the study guides is below.
Module Date of study guide release Date of web seminar
1. Being a health and care change
agent: change starts with me
10th
February 2017 16th
February 2017
2. Creating connections and
building communities
17th
February 2016 23rd
February 2017
3. Rolling with resistance 24th
February 2017 2nd
March 2017
4. Making change happen 3rd
March 2017 9th
March 2017
5. Moving beyond the edge 10th
March 2017 16th
March 2017
The overall goals [learning outcomes] for this module
By the time you have worked through this module, we hope that you will be able to:
 understand something of the history of the School for Change Agents
 recognise the difference between transactional and transformational learning
 appreciate some of the big trends in transformation and change that create opportunities
for health and care change agents
 reflect on what it means to be a health and care change agent in the context of your own
values, goals and mission
 identify some of the risks in being a health and care change agent
 understand the differences between a rebel and a troublemaker
 identify tactics to build your own ‘self-efficacy’ as a health and care change agent
What are YOUR goals as a health and care change agent?
In order to make the most of this module and of the overall programme, you may find it helpful to
give some thought to your own personal goals – what do you hope to achieve by engaging with the
School for Change Agents? You may like to think of this as the beginning of the story you will tell
about developing your skills, knowledge and confidence as an agent of change.
REFLECTION: THE STORY BEGINS
What do you hope to achieve from the School for Change Agents?

Here are some of the things other people have suggested:
‘Create a network of rebels!’
‘Reawaken interest in studying and applying knowledge. Connect with other participants who may
understand what it feels like to be an extreme left field thinker in an ultra traditional organisation.’
‘I'd like to learn how NOT to get myself into trouble - or my ideas and the people I represent to be
ignored - because I don't rock the boat in an appropriate way!’
Setting the scene: the challenge of change
Anyone who chooses to be a change agent, improvement or patient leader in health and care
doesn’t choose an easy life. There are so many forces opposing the changes we want to see; a
system that rewards people for ‘keeping the trains running’ rather than making fundamental
change, those with the power and/or a vested interest in keeping things as they are, colleagues and
leaders who are sceptical, apathetic or frightened of change. Often in our role as change ageants,
we feel isolated, vulnerable and misunderstood. Yet the future of health and care rests with the non-
conformists, the rebels, the heretics and mavericks in our midst. We are the people who are
passionate about change, who question existing ideas and methods and open up new fields for
action. As Martin Luther King described it:
‘The saving of our world… will come, not through the complacent adjustment of
the conforming majority, but through the creative maladjustment of a non-
conforming minority.’
REFLECTION: PASSION AND CHANGE
What are you passionate about?
How do you ‘live’ your passion(s)?
What have you already done to bring about change?
How did that work for you?

Change is changing
Of course, change is always with us,
whether we like it or not. But for those of
us who dream of making the world a better
place and bringing about transformational
change in health and care, it’s helpful to be
aware of some of the new thinking and
emerging themes in change and
transformation. Old, traditional,
hierarchical structures are being replaced
with new, innovative, bottom-up
approaches, relying more on connection,
intuition and relationships than on
commands, logic and ‘the way things have
always been done’.
You can find out more about the emerging direction of change in The new era of thinking and
practice in change and transformation: a call to action for leaders of health and care, a White Paper
written by Helen Bevan and Steve Fairman.
Who are the change agents in health and care?
Research by Debra Meyerson suggests that the most effective change agents are those who have
learned to oppose and conform at the same time. Or, as she puts it, ‘they are able to rock the boat
and yet stay in it’. These are people who stand up to challenge the status quo when they see there
could be a better way. They develop the ability to walk the fine line between difference and fit,
inside and outside. These people are driven by their own convictions, values and dreams, which
makes them credible and authentic to others. Most importantly of all, they take action as individuals
and ignite broader collective action that leads to
big change. Change agents already exist in and
around every health or care organisation, in
many different roles and at multiple levels. Often
they are not at the most senior levels of the
organisation, yet the impact of their change
activities are often just as significant as if they
were.
The Academy of Fabulous NHS Stuff
http://fabnhsstuff.net/about-us/ is a showcase
for hundreds of examples of changes that have
been undertaken throughout the NHS. Take
heart from the fact that many organisation-wide
change efforts that have led to tangible
improvements for large numbers of patients were initiated by grass-roots front-line leaders or
patient leaders and advocates.

REFLECTION
What makes you a change agent?
Rebels versus troublemakers
Lois Kelly makes the distinction between ‘rebels’ and ‘troublemakers’. As change agents, we fit with
her ‘rebel’ criteria. We continuously seek innovative new ways of delivering care. We are committed
to the patient-centred mission and values of our organisation. We are driven by our passion for
better care for patients. We are optimistic about the future, recognise the potential for change and
see many possibilities for doing things in different ways. We generate energy for change which
attracts others to unite with us for a common cause.
‘Troublemakers’ also challenge the status quo but in a way that is very different to rebels.
Troublemakers complain about the current state of affairs but their focus tends to be around their
own personal position rather than achieving the goals of the organisation.
‘Troublemakers’ are angry about how things are and don’t have much confidence that things will get
better in the future. They alienate other people because, if others link with them, troublemakers will
sap their energy. This just confirms what troublemakers probably know already – they don’t belong.
There are risks here for health and care change agents. Firstly, some organisational leaders view
ANYONE who challenges the status quo as a troublemaker. Therefore, change agents get unfairly
labelled as troublemakers. Secondly, lots of change leaders in health and care start out as rebels but
when their voices don’t get heard, they begin to question the status quo stridently and often in a
manner which is self-defeating; and they cross the line from rebel to troublemaker.

As change agents, we have a responsibility to look out for this possibility and try to prevent it
happening by building relationships and forming alliances with others who challenge the status quo
(there will be more on this topic in Module 2).
REFLECTION: REBELS AND TROUBLEMAKERS
What is your experience of rebels and troublemakers?
How can you protect yourself against moving from rebel to troublemaker?
Rocking the boat and staying in it
Successful boat rockers tend to:
1. be driven by conviction and values
2. have a strong sense of ‘self-efficacy’, that is, the belief that they are personally able to create the
change
3. be able to join forces with others to create action
4. be able to achieve small wins that create a sense of hope, self-efficacy and confidence
5. be more likely to view obstacles as challenges to overcome.
The issue of self-efficacy is a particularly important one for health and care change agents. By self-
efficacy, we mean a person’s belief that she or he is capable of delivering the specific change
required. There is a positive, significant relationship between the self-efficacy beliefs of a change
agent and her/his ability to facilitate change and get good outcomes.
ACTIVITY: BUILDING SELF-EFFICACY
What are some of the ways that you can build self-efficacy into your practice as a health and care
change agent?

The following quotes offer some suggestions – and a bit of inspiration!
‘The ability to act is tied to a belief that it is possible to do so.’ Albert Bandura
'What we cannot dream we can never do.' Richard Flanagan
Being a great health and care change agent is about knowing, doing, living
and being change that makes a difference
For health and care change agents it is necessary, but not
sufficient, to continue to build our knowledge of
improvement methods and approaches. It’s also
important, but not enough, to take responsibility for our
own development as skilled leaders or facilitators of
change.
What sets the most effective health and care change
agents apart is the extent to which they seek to live and
be improvement in the way they operate in the world
and in their interactions and relationships with others.
It’s only when we live the things we believe in (that is, we can align our sense of deeper life mission
or calling, our values and the activities that we undertake every day) that we can make our full
contribution as health and care change agents and generate the kind of signals that lead others to
transformational change.
ACTIVITY: MAKING A DIFFERENCE
What are the opportunities for you to build your perspectives and skills as a change agent?
How can you move beyond skills and knowledge of change to live and be the change?
Who can help and support you as a change agent?
What are the implications for the way you work?

Beginning to be the change: Working out loud
‘Learning would be exceedingly laborious, not to mention hazardous, if people
had to rely solely on the effects of their own actions to inform them what to
do.’ Albert Bandura
Most of us want to live more fulfilling lives, at home and at work. Working out loud (WoL) is an
approach developed by John Stepper that is intended to help you work in a way that is more
creative, open, generous and connected so that you are more likely to fulfil your goals and become
the change you want to see.
Working out Loud is based on reseach revealing that most people are motivated at work by:
 autonomy – having the power to make decisions and act on them
 mastery – feeling competent and confident in your work and your role
 relatedness (connection and purpose) – knowing that you are part of a community with a
shared purpose.
Furthermore, when people were asked whether they viewed their work as a job, a career or a
vocation, it transpired that the more autonomy, mastery and relatedness people experienced, the
more likely they were to view their work as a vocation.
A traveller happened upon a building site where a number of people were working. He asked a man
what he was doing. The man replied: ‘I am laying bricks.’ The traveller walked on and asked a second
man what he was doing. The man replied: ‘I am building a wall.’ He came upon a third man who was
whistling as he worked. ‘What are you doing?’ the traveller asked. ‘The man looked up, smiled and
replied ‘I am building a cathedral’.
This has huge implications for the way we work and the
way we relate to our work – imagine a world where
everyone, from the people who mop the floors and
clean the toilets to the people who make decisions
involving millions of people thought of their work as a
vocation, like the third man in the short story above?!
So, the process of Working out Loud relies on five
things:
 Purposeful discovery - discovering what it is you want to accomplish
 Building networks - finding people who can help you reach your goal
 Generosity - giving something back to those people
 Visible work – letting others know what you are doing
 Growth mindset – having the intention for your work to grow and your vision to be realised.
Thanks to John Stepper for articulating these ideas so clearly.

ACTIVITY: BEGINNING TO WORK OUT LOUD
Think of something you hope to accomplish – perhaps it is the change you want to see.
Think of some people who can join you.
Think about what you can give to those people – ideas, knowledge, experience, time…
Think about how the channels you will use to let others know what you are doing.
Think about how else you can ensure that your ideas continue to grow and, perhaps, transform
into a new vision?
Beginning to be the change: My 3 words
Our journey as change agents begins
with a more or less new year and,
although new year’s resolutions are not
always helpful, it can be useful to think
about how you will live, work and be
during the year. Chris Brogan, a
consultant and blogger, suggests
choosing three words that will guide the
choices you make during the year
ahead. They can be challenging,
encouraging, inspirational or
aspirational, as long as they have
meaning for you. You can find out more
here:
http://chrisbrogan.com/3-words-2016/

Beginning to be the change: RCTs
It’s hard to ‘do’ change on your own and one of the best ways of being the change you want to see is
to work with others who share your intentions and values. During the School, we will be encouraging
you to develop your networks and find other people with whom you can share ideas and explore
opportunities. One great way of doing this is by an RCT, that is, a Randomised Coffee Trial.
RCTs can help you connect with people over a cup of coffee (or tea). It is a particularly useful
approach within organisations where people may have little time to get to know one another,
exchange ideas and share stories but it is also a wonderful way for cross-pollination to occur across
organisations. In fact, RCTs are a perfect way to begin your practice of Working out Loud.
Do take a few minutes to learn more about RCTs here:
http://www.gurteen.com/gurteen/gurteen.nsf/id/randomised-coffee-trials
And here: http://www.nesta.org.uk/blog/institutionalising-serendipity-productive-coffee-breaks#
Call to action
Try to keep the momentum and enthusiasm going by taking some concrete actions. Here are our
suggestions:
 Discuss tactics for ‘rocking the boat and staying in it’ with other change agents.
 Take part in a RCT (Randomised Coffee Trial)
 Tweet #my3words
QUESTIONS FOR REFLECTION
1 How can I build self-efficacy?
2 How can I move beyond skills and knowledge of change to ‘live and be change’?
3 What or who do I need in order to support my work as a change agent?

Bringing it all together
It’s so easy to forget, even in the first enthusiastic flush of learning new things. If you have time,
before you do forget, make a note of the things that stand out for you from this module – and then
give some thought to how you will use your new learning to make a difference.
REFLECTION: MAKING IT REAL
What have you learned?
How do you know you’ve learned it?
How will you take your learning forward? What will you do differently?
References and resources
Here are some of the references that we have referred to in the web seminar/study guide and/or
which we have used to help shape the content. Click on the reference to get the link.
Babasab P (2013) SlideShare on self-efficacy
Bandura, A. (1997) Self-efficacy: the exercise of control. New York: W.H. Freeman
Baron, A (2014) Preparing for a changing world: the power of relationships
Battilano, J, Casciaro, T (2013) The network secrets of the great change agents
Harvard Business Review, July-August
Bevan, H, Plsek, P, Winstanley (2011) Leading Large Scale Change - Part 1, A Practical Guide
Bevan, H (2011) Leading Large Scale Change - Part 2, The Postscript
Bevan, H (2013) Rocking the boat and staying in it: how to succeed as a radical in healthcare
BMJ blogs
Bevan, H and Fairman, S (2014) The new era of thinking and practice in change and transformation,
NHS Improving Quality
Change Agents Worldwide (2013) Moving forward with social collaboration SlideShare
ChangeAgents Worldwide website http://changeagentsworldwide.com
Corporate rebels website http://corporaterebelsunited.com

Gerber, L (2011) Innovation self-efficacy: fostering beliefs in our ability through and by design Core
77
Diaz-Uda, A, Medina C, Schill, E (2013) Diversity’s new frontier
Flanagan, R. (2014) The narrow road to the deep north
Fuda, P (2012) 15 qualities of a transformational change agent
Grant, M (2014) Humanize: How people centric organisations succeed in a social world
Hamel, G (2014)Why bureaucracy must die
Jarche, H (2013) Rebels on the edges
Jarche, H (2014) Moving to the edges
Kelly, L ‘Rebels at work’ website http://www.rebelsatwork.com/
Kotter, J (2014) Accelerate! Harvard Business Review Press
Merchant, N (2013) eleven rules for creating value in the social era
LeVan, A (2010) If you think you can’t…think again: the sway of self-efficacy Psychology Today
Llopis, G (2014) Every leader must be a change agent or face extinction
Meyerson, D (2001) Radical change, the quiet way Harvard Business Press
Meyerson, D (2008) Rocking the boat: how to effect change without making trouble
Meyerson, D (2001) Tempered Radicals: how people use differences to inspire change at work
Moore, R (2011) Competency model for understanding and working with system energy.
Perkins, N (2014) Bats and pizzas (agility and organisational change)
Schillinger, C (2014) Top-Down is a Serious Disease. But It Can Be Treated
School for Health and Care Radicals (2014) www.changeday.nhs.uk/healthcareradicals
Shinners, C (2014) New Mindsets for the Workplace Web
Sparks, D (2013) The everyday leadership of tempered radicals Radical Learners blog
Stepper, J (2015) Working out Loud http://johnstepper.com/working-out-loud-the-book/
Stoddard, J (2014)The future of leadership
Williams, B (2014) Working Out Loud: When You Do That… I Do This
Weber, Shandwick (2014) Employees rising: seizing the opportunity in employee activism
Verjans, S (2013) How social media changes the way we work together
Additional resources
Here are some additional resources that you might find helpful if you would like to think about
positive role models and reflect more deeply about how you operate in your world
The power of vulnerability (Brene Brown) (20 mins)
Brene Brown offers her insights into the connection between vulnerability, courage, compassion and
connectedness with humour and intelligence.
99 Faces
Video portraits of movers and shakers from across the world – fantastic source of inspiration and
ideas.

Global Health Equity and Creating Sustainable Justice
Harvard medical anthropologist and physician Paul Farmer tells his captivating story of how he
implemented change and raised health and care standards around the world through his charitable
organization, Partners in Health.
Health as a Human Right by Patch Adams (16.07 mins)
Patch offers an inspirational video reminding us all about why we care about health.
We also welcome your suggestions of resources that you have found helpful, so please do contact us
with your ideas and contribute to the growing collection. We look forward to seeing you in School –
and please keep in touch!
Email: england.si-horizons@nhs.net Telephone: +44 2476 627543
Facebook: www.facebook.com/sch4change/ Twitter: @Sch4change #S4CA

Module 1 Study Guide - School for Change Agents

More Related Content

What's hot (20)

Viewers also liked (13)

Similar to Module 1 Study Guide - School for Change Agents (20)

More from NHS Horizons (20)

Recently uploaded (20)

Module 1 Study Guide - School for Change Agents