1. WONDERWALL
The future of OD: power, practice and possibilities
27 February 2019, Barbican Centre, London
The following slides are taken from the Wonderwall workshop at our annual conference where we invited you to share your OD successes with the wider community.
These real life examples show what trusts have done to tackle issues in their organisation and share top tips, successes and challenges.

2. One Gloucestershire STP/ICS
Wonderwall OD successes
One Gloucestershire STP/ICS
What’s the issue?
What did you do?
What happened next?
We needed to bring together leaders from across the system to learn & connect
Commissioned & co-designed 5-day system leadership programme comprised of delegates from across the STP. 48 delegates trained
Strong connections & learning.
4 more cohorts to be delivered in 19/20 plus alumni network
Why did it work? What advice would you give to others?
Contact details
strong relationships in the OD Peers
get ‘enough’ permission, don’t wait for consensus
Abigail Hopewell, Gloucestershire Hospital NHS FT

3. East Midlands Leadership Academy
Wonderwall OD successes
East Midlands Leadership Academy
What’s the issue?
What did you do?
What happened next?
How to support system leaders to deliver ICS workstreams. How to come together as a team quickly
Discussed the challenge with system leaders designed a 6 month team leadership programme created inter system opportunities to learn from each other
Got great buy in created & commissioned with a great provider -> this will include sheep herding!
Why did it work? What advice would you give to others?
Contact details
Need to check system readiness. Wasn’t able to get all systems to submit teams this time, but lined up for next. Still in progress so watch this space.
Adrian Piggott, EMLA

4. Better Change the UHL Way Contact details
Wonderwall OD successes
Better Change the UHL Way
What’s the issue?
What did you do?
What happened next?
Inconsistent approach to change and innumerable variation in the quality of change and project management
We developed a singular approach called ‘better change’ and a single toolkit all staff could use and navigate, to enable change and consistent use of tools for all projects.
We saw a lot of small changes which have helped the hospitals improve, considering the journey to deliver better care together.
Why did it work? What advice would you give to others?
Contact details
Easy to use tools, staff improvement and internal improvement
Alexis
Now at BHRUT

5. Wonderwall OD successes
Developing an OD Improvement Plan for the Trust
(Pennine Care NHS FT)
What’s the issue?
What happened next?
What did you do?
Recognising that the Trust needed more than a workforce, business strategy etc. How do we influence the way we work + behave to be a successful trust in the future. + well led review (Deloitte) highlighted issues to resolve + improve. New CEO contracted a culture audit to be completed.
Development of a culture steering group chaired by CEO.
Feedback of findings & proposals to this group + others. Approval of the OD improvement plan as an underpinning plan to enable all other strategies to work.
Started to implement changes including development of new value + behaviours + new Senior manager visibility + started to propose measures
Used the NHS culture + leadership toll to complete a rapid culture audit in the organization.
Many ways to gather feedback & generate ‘big ideas’
Big culture conversation either to feedback findings + summarise what staff felt should change
Combine this with the feedback from the well led review to complete a proposed OD improvement using the 7’s models as a framework
Why did it work? What advice would you give to others?
The CEO was fundamental in making this work, she understands the OD is not all about the work of an OD team. She also promises decision making + accountability in a supportive environment. Go for it! You don’t need to wait for a perfect solution just to make first step.
Contact details
Fiona Ibberson
Deputy Director of OD Pennine Care NHS FT

6. Why did it work? What advice would you give to others?
Wonderwall OD successes
Leicestershire Partnership NHS Trust Our Pledge
What happened next?
We published our pledge and since then have used it on our recruitment process in our leadership and team development work and in induction. We are constantly looking for ways to integrate into our Trust and use it as a talking point at every level of our Trust.
What’s the issue?
Following on from our values work we wanted to come up with a set of behaviours and expectations for all to adhere to – to further embed and improve our culture.
What did you do?
We used a Listening Into Action approach and engaged with staff across the organisation and in that process collated hundreds of comments and feedback from staff. The sponsor group then spent a lot of time creating themes to begin to narrow down this feedback and spent time considering how we would translate all the information so it was easy and accessible to all.
Why did it work? What advice would you give to others?
It worked because of the large scale consultation work. We avoid jargon and use words used by staff. We embed it at all points of a staff member’s employment
Contact details
Fiona McNamee
Head of OD
Jackie Mann, OD Specialist Practitioner

7. Hertford Partnership University NHS FT
Wonderwall OD successes
Hertford Partnership University NHS FT
What’s the issue?
What did you do?
What happened next?
Managers lacking skills, knowledge + tolls to ‘manage’ effectively (poor staff survey feedback).
Develop 2 day programme ‘management fundamentals’. Working with all corporate teams to deliver workshops in the programme.
Comms + dates circulated. Managers book directly on LMS 1st cohort just started.
Why did it work? What advice would you give to others?
Contact details
One stop ‘knowledge shop’ for managers at all levels.

8. Why did it work? What advice would you give to others?
Wonderwall OD successes
Imperial Healthcare NHS Trust
What’s the issue?
What did you do?
So we asked them…
We developed 8 interactive exercises to facilitate conversations about how we can all better live our values.
Rapid, intense engagement exercise – 2100 staff in 2 months.
What happened next?
People know our values (Collaborative, Aspirational, Kind, Expert)
Less clear on behaviours
Wanted to know what prevented our #imperial people living our values; #delivering our promise; #imperial people; #better health for life; #imperial promise
Condensed all the feedback into 8 core themes.
Now in phase two of asking our people to curate our new behaviours that help us deliver our promise of better health, for life!
Why did it work? What advice would you give to others?
Contact details
Clear comms campaign
Get exec running exercises
Make it easy
Respond to feedback!
@n8_tweets

9. Living the values – Whittington Health
Wonderwall OD successes
Living the values – Whittington Health
What’s the issue?
What did you do?
What happened next?
The issue was around low morale and negative behaviours that was having an impact on staff engagement. We had the values in place but nobody knew them and couldn’t recite them.
In order to address it, we launched a values-based leadership programme called ICARE Leadership. This was well-received and started to create ripples in the organization as this was the behavior we wanted in our staff.
We then launched ICARE Team Player which is a 1 day programme for all staff. We also embed a ‘Living the values’ section in the corporate induction.
Why did it work? What advice would you give to others?
Contact details
It worked because I built relationships with staff and encouraged them to attend the programmes. They then spread the word and told their colleagues to attend. Advice – approach values at all levels!
Mala Shaunak, Whittington Health;

10. Northants Healthcare NHS fT
Wonderwall OD successes
Northants Healthcare NHS fT
What’s the issue?
What did you do?
What happened next?
Culture
Change
Distributed
Leadership
‘We are all leaders’
Focus on well being
X4 conferences
Leadership behaviors ‘The Way we Do Things’
LM Programme
Appraisal
Board Leadership
Culture change
Staff engagement
outstanding
Why did it work? What advice would you give to others?
Contact details
Long journey
Behaviours – foundations
Anne Linsell

11. Wonderwall OD successes
#makeithappen Dudley Group NHS
What’s the issue?
What did you do?
What happened next?
We assembled a troupe of people to listen.
We gave them a trolley, tea & biscuits.
Then they took the trolley to visit our staff and a tea round – chatted, made tea, listened.
We’ve done it 3 times now – initial tea & coffee, hot chocolate in December and fruit for blue Monday.
People didn’t feel seen, heard & recognised.
They had lots to say, groans & suggestions, but didn’t feel that this was listened to or action taken.
We heard great feedback -> identified actions -> started to do things -> hydration launch March ->behaviour standard April/ May
More #makeithappen.
People love it, feel valued & tell us more than staff survey!
Why did it work? What advice would you give to others?
Contact details
@rachelAOOLandD
We gave something for nothing -> we gave a treat, time & listened -> so saw a need & filled a need.
You need the right listeners + to take action & repeat!

12. Wonderwall OD successes
Birmingham Community Healthcare NHSFT
What’s the issue?
What did you do?
What happened next?
Day 5 of our Senior Leadership Development Programme is run as a day where course participants act as consultants to manager's who have asked to get consultancy advice.
Problem solving in a day!
‘Client’ managers have recognised this approach as a way of keeping an insoluble issue moving (sorry about the mixed metaphor!)
Using our own developing leaders as consultants to the organisation
Why did it work? What advice would you give to others?
Contact details
Problem solving in real time
Learning for developing managers
Richard French-Lowe
@FrenchLowelearn

13. Birmingham Community Healthcare NHS FT
Wonderwall OD successes
Birmingham Community Healthcare
NHS FT
What’s the issue?
What did you do?
What happened next?
The trust needed to have an organisational refresh
including work on our values.
Change Programme for 2022 (Commonwealth Games in Birmingham)
We held 5-6 big conversations with groups of 100+ colleagues.
Collated feedback on themes.
Colleagues voted.
Developed a new set of values - coRRI
We are rolling out across BCHC
How will we live them!???
Why did it work? What advice would you give to others?
Contact details
@FrenchLowelearn
Richard French-Lowe
We talked to and engaged colleagues. Bottom up.

14. Why did it work? What advice would you give to others?
Wonderwall OD successes
What matters?
What’s the issue?
2016 staff survey results showed low engagement, low visibility of senior staff, poor staff experience
What did you do?
Engaged face-to-face with nearly 4000 staff to discover ‘the good, the bad & the ugly’. Behavioural framework & new values written by staff.
What happened next?
Significant upturn in 2017 & 2018 results. One of most improved Trusts. Rated outstanding.
Why did it work? What advice would you give to others?
Face-to-face engagement. Following through on promises. Brilliant & committed CEO.
Contact details
Rosalind Penny, Royal Berkshire

15. Why did it work? What advice would you give to others?
Wonderwall OD successes
Walsall Healthcare NHS Trust
What’s the issue?
What did you do?
What happened next?
Commission external thought leaders to deliver a leadership programme
Neutral relationship; fresh ideas; able to be more challenging from outside
Staff not ready to take on the challenge
Why did it work? What advice would you give to others?
Contact details
Bobbie Petford
@BobbiePetford
Co-design in greater depth would have helped

16. Walsall Healthcare NHS Trust
Wonderwall OD successes
Walsall Healthcare NHS Trust
What’s the issue?
What did you do?
What happened next?
Generating a shift in culture from 'that won't work here' to 'we can improve'
It took more than a year but it has started to be how people talk about work
Persistent and consistent change in communications so language was all about the benefits of change
Why did it work? What advice would you give to others?
Contact details
Even when it seems impossible, stamina and persistence in doing the right thing will pay off
Bobbie Petford
@BobbiePetford

17. Wonderwall OD successes
Coventry + Warwickshire Partnership
NHS Trust
What’s the issue?
What did you do?
What happened next?
Setting the right tone at the top
Role modelling leadership behaviors
Collective leadership in engaging with our workforce
Collective leadership development programme
Supporting our cultural change journey via a collective leadership approach – leadership at all levels
Engagement, engagement, engagement!
Focus on wellbeing.
‘Good’
Why did it work? What advice would you give to others?
Recognising we are on a journey it will take time!
Leaders at all levels need to role model behaviours to effect cultural change.
Contact details
Shajeda Ahmed
Coventry + Warwickshire Partnerhip NHS Trust

18. Coventry & Warwickshire Partnership NHS Trust
Wonderwall OD successes
Coventry & Warwickshire Partnership NHS Trust
What’s the issue?
What did you do?
What happened next?
Trained some coaches
Lost some coaches through turnover
Decided on a 2 pronged approach.
Needed coaching behaviors & coaches but not necessary to be both.
Training pathway developed 3 day Coaching Behaviours Programme with optional 3 day ILM 5 top up days.
Coaching Culture from scratch
Aim to have new coaches each year
4x3 day coaching behaviours programme
Why did it work? What advice would you give to others?
Contact details
It did work; we can prove it. It changed behaviours 3 months after end of programme.
Tracy May

19. Patient + Citizen Leadership
Wonderwall OD successes
Patient + Citizen Leadership
What’s the issue?
What did you do?
What happened next?
Developed a 3 day Patient + Citizen Leadership Programme which looked at:
What is the role of a patient leader and where are the opportunities to work within/ and understand a complex healthcare system
What are the key skills of patient leader: engagement, communication, sharing ideas, listening + consulting
What is the impact a patient leader can have, eg. Involvemnt in PPGs, trust board membership, work in social presenting etc. healthwatch etc.
We have case study evidence of the impact citizens + patients are making as a result of the programme.
One example is John who is working across mental health trusts, and GPs to improve patient core in mental health. He has also developed the big community-tea (a social enterprise)
The NHS is run for the benefit of citizen wellness and patient support. Yet, many decisions are made without true patient or citizen involvement, and when there is consultation it can become fractious and/ or emotional.
Why did it work? What advice would you give to others?
Contact details
Trevor Wheatley
In association with NELA (North East Leadership Academy)
The programme helped to equip patients + citizens wit the knowledge (eg understanding the NHS) skills (ability to see an issue from a different perspective + confidence to make a difference