1. Leadership for Change Programme Residential 1 Wednesday 25 th June – Thursday 26 th June Welcome!

2. Purpose of the programme To develop systems leadership skills and capacity amongst public leaders To support public leaders to make progress on complex systems challenges in their places To make tangible improvements for the people and communities we serve, and in which we live and work

3. Meet the team Chris Lawrence- Pietroni Residential Facilitator & Learning coordinator for Birmingham Liz Goold Residential Facilitator Alix Morgan Programme Director Mark Dalton Programme Manager

4. Paul Tarplett Leadership for Change Coach for Public Health England Sue Goss Leadership for Change Coach for North Staffordshire Di Neale Leadership for Change Coach for Blackpool Jo Cleary Leadership for Change Coach for Public Health Wales Mari Davis Leadership for Change Coach for Devon Lesley Campbell Leadership for Change Coach for Staffordshire Julia Morrison Leadership for Change Coach for NHS England David Love Leadership for Change Coach for Warrington Matt Gott Leadership for Change Coach for Somerset

5. Forming our learning community Who am I? Who are we? What are we here for? How are we going to do it?

6. build this learning community start to explore the ‘six ways’ of systems leadership practice frame your systems leadership challenge and identify common themes and connections build place teams with LCs and Home Groups with each other be stimulated by wider thinking in public services and key concepts from living systems frame your first ‘safe-fail’ experiment and how you intend to act and learn from it between Residentials What are we here for? Aims for Residential 1

7. How are we going to do it? Drawing on the extended leadership capacity and experience in the room Experiential exercises and group work Formal inputs & speakers Informal evening discussions Reflection-in-action – ‘Moleskine Moments’ Home Groups Create the conditions for transformational learning- offering balance of support and challenge and responding to different learning styles

8. Learning Cycle 1.Experience Experimenting with and drawing on our experience ACTIVIST 2.Observation and reflection Reviewing and reflecting on our experience REFLECTOR 4.Application Applying new insights, ideas and actions in our daily work PRAGMATIST 3.Deepening/Re-framing Developing our understanding, testing our assumptions, exploring our thinking THEORIST Adapted from David Kolb’s work

9. How are we going to do it? Today’s agenda TimingActivity 09:30 – 10:00Arrival and registration 10:00 – 10:45Welcome, introductions and programme framing 10:45 – 13:00 Introducing the ‘six ways’ of systems leadership A provocation 13:00 – 13:45Buffet lunch 13:45 – 18:00 Our local context and our challenges Market place Working with living systems Reflections 18:00 – 19:00Free time 19:00 – 20:00External speaker 20:00 – 21:30Dinner in the restaurant

10. Tomorrow’s agenda TimingActivity 07:30 – 08:30Breakfast 08:30 – 09:00Check in- home groups/learning styles 09:00 – 12:45 Ways of perceiving Home group Session 1 – framing the challenge from different perspectives 12:45 – 13:30Lunch 13:30 – 16:30 System tools: Learning cycles and safe-fail experiments Home group session 2 – Designing the experiment 16:30 – 17:00Review and reflections 17:00Depart

11. CONTRACTING 11

12. Systems Leadership: Exceptional leadership for exceptional times Six Dimensions of Systems Leaders

13. Skills for Systems Leadership What is systems leaderhip? Systems Leadership: Exceptional leadership for exceptional times (Virtual Staff College)

14. Improving outcomes for service users Ways of feeling Personal core values Commitment Ways of perceiving Balcony & dancefloor The unseen & unpredicted Diverse views Sensitivity to narratives Ways of thinking Curiosity Synthesising complexity Sense-making Ways of doing Narrative Enabling & Supporting Repurposing & Reframing Ways of relating Mutuality & Empathy Honesty & Authenticity Reflection Self Awareness Ways of being Courage to take risks Resilience & Patience Drive, energy, optimism Humility

15. For discussion What strikes you most about this model? Is it helpful in deepening your understanding about systems leadership? Are there aspects you would want to challenge or add to? How might we model systems leadership as we work together on this programme?

16. Reflection Question What do the ‘six ways’ suggest about your learning focus for this programme?

17. Judy Downey The Relatives & Residents Association

18. Lunch in place teams with Leadership for Change Coaches

19. Our local context and challenge: initial framing 19

20. Initial framing of Systems Leadership Challenge In place teams and with the support of your LC, start to map out and frame your systems leadership challenge between you Be prepared to share with other place teams your initial framing of your leadership challenge and the system it is part of, as part of a ‘market-place’. Help others appreciate the complexity of the system you are working with Do this in a visual form, for example using, (rich) pictures, metaphors, mind-maps- be creative! Put out your stall!

21. Working with living systems John Atkinson

22. Working with living systems Making sense of what we see John Atkinson fusions@hotmail.co.uk @tryweryn91 on twitter www.jma64.wordpress.com

23. The matter does not appear to appear to me now as it appears to have appeared to me then… Robert H Jackson – US Supreme Court Judge 1941

24. How do systems work?

29. James Phillips Kay - 1830 The social body cannot be constructed like a machine on abstract principles which merely include physical motions, and their numerical results, in the production of wealth.

31. Maturana & Varela - evolutionary biology Organisms, from single cells to eco-systems have a variety of characteristics in common They have evolved to be in a perfect relationship with their environment It is a symbiotic relationship, the organism/organisation defines the environment and the environment defines the organism If there is an external source of perturbation the organism acts to kill it, be it internal or external. If the organism is held perturbed for sufficient time it adapts to this new condition. Organisms are self-referencing, they act to preserve their own identity (autopoeisis) By cultural behaviour we mean the transgenerational stability of behavioural patterns ontogenically acquired in the communicative dynamics of a social environment.

32. U-curves – Scharma, Kahane, Kubler-Ross

33. Myron Rogers Systemic Approaches to Problems How do systems work? How does this system work? How do I work with this system?

34. Working with social systems – The Big 5 Chaos and complexity Emergence Cognition Networks Self-organisation

35. Chaos and Complexity A social system like an English place does not map neatly onto an organisation chart And yet such places are ‘stable’ – ‘stuff keeps getting done’ - so complexity results in order not disorder, despite the mess Cause and effect may be distant in time and space This results in many unintended consequences (although not always unpredictable or negative consequences) And attempting to manage these consequences adds to the complexity with new bodies, meetings, actions and costs. (And more unintended consequences…)

36. Emergence Strategies, action points and timescales are more statements of intent than what actually happens Public services have some guiding ‘rules of thumb’. They can be both helpful and unhelpful. They are not usually applied consciously and determine ‘what goes on around here’.. So simple rules give rise to global behaviour What might be our ‘simple rules’?

37. Cognition The system looks different depending on where you are in it. To understand it requires multiple perspectives To better understand ‘what’s going on here’ requires multiple and diverse perspectives. What you see is what you know, in other words, you do not understand what you see, you see what you understand. Frame of reference is everything, what you see determines what you do. Keep asking ‘how do we know?’ – what people say they do, and what they do do, are often very different. Cognition is inseparable from emotion.

38. Networks It is the informal structures that make public services work every bit as much as the formal ones Stories provide the lived experience, this is how we make sense of what happens Information feeds what people do – so sharing our perceptions of how things work helps us make sense of what we see Understanding comes from collective behaviour not individual

39. Self-organization Social systems seek to maintain themselves –A living system preserves its identity –It will change in order to preserve it They are continually self-referencing ie use past experience ‘the way things are done round here’ to determine how to react They do that within the limits of what they decide is ‘our business’ Identity is manifested in traditions, symbols, rituals, language, stories and practices This is about the ‘Culture of Public Service’

40. The surface Structure –Tiers of government –Partners –Governance –Organisational form Policy –Economy –Crime and security –Health –Health and safety Systems –Delivery mechanisms –Formal process –HR, recruitment –Use of technology Structure PolicySystems

41. What’s going on? Identity –Who are we, what do we collectively stand for? –Different places/roles/professions/organisations have different identities –Where and how do these come together for mutual benefit? –Can we frame the space in which this takes place? Relationships –Where and in what way do people interact with each other and us? –What is the balance of formal and informal? –What is the quality of these relationships? Information –What is being shared and what is not disclosed? –Who has access to what? –How do we release the cognitive capacity of a living system? Identity Relationships Information

42. Where does this lead us? Meaning –Work and lives have a clear purpose and a sense of direction Trust –There is an implicit understanding of how all parties are trying to make things better that underpins their interaction Action –The things we do are the things that need to be done. Our actions are those that really work Meaning Trust Action

43. How do you work with this? – Myron’s maxims Real change happens in real work Those who do the work do the change People own what they create Start anywhere, follow it everywhere Connect the system to more of itself

44. Market-place

45. One person stays with your ‘stall’. The others travel. Make sure you have enough time to swap. If you have a Leadership for Change Coach, they will also stay with your stall Travel to other ‘stalls’ and find out more about others’ systems leadership challenge Be curious, inquire, notice what resonates with your own situation, what is different, what you like to find out more about. Be prepared to share what you have discovered back in your place teams

46. Sense-making 46

47. Sense-making What struck you most from the other systems leadership challenges? What connections, patterns, similarities and differences did you notice? Any implications for your own SLC? What does this tell us about this learning community/system and the wider system we are part of? Who might you want to learn more from, find out more about?

48. Final reflection with LC- agreeing roles, practicalities 48

49. Final reflection How does what I’ve heard, impact on my view of our SLC and my own systems leadership practice? What kind of support and challenge will we need from our LC, for our own learning about systems leadership practice and in taking our systems leadership challenge forward? How will learning be captured? Thoughts about Home Groups? Sorting out practicalities, dates, etc

50. Leadership for Change Programme Residential 1 Day 2 Welcome Back!

51. Check-in 51

52. Day 2 agenda TimingActivity 07:30 – 08:30Breakfast 08:30 – 10:00 Check in Forming Home Groups and Learning Styles 10:00 – 12:45 Ways of perceiving Home group Session 1 – framing the challenge from different perspectives 12:45-13:30Lunch 13:30 – 16:30 System tools: Learning cycles and safe-fail experiments Home group session 2 – Designing the experiment 16:30-17:00 Break Review and reflections 17:00Depart

53. Home Group Sessions - overview AimMicro Skill 1. Framing the challengeSeeking diverse perspectives 2. Designing a ‘safe-fail’Suspending certainty 3. Reflection on experiments(s)Deep listening 4. Deepening understanding of the system Awareness of systems 5. Designing a personal ‘safe-fail’Awareness of self 6. Critically reflecting on the challenge Adaptive action

54. Forming Home Groups Purpose of Home Group is to enable and maximise learning on the programme Stay in place teams Not more than 3 Place Teams and 9 people per Home Group Similarity or difference of geography, systems leadership challenges – up to you to decide Will stay together throughout the programme Will take part in different exercises that will support your systems leadership challenge and practice 54

55. Learning Cycle 1.Experience Experimenting with and drawing on our experience ACTIVIST 2.Observation and reflection Reviewing and reflecting on our experience REFLECTOR 4.Application Applying new insights, ideas and actions in our daily work PRAGMATIST 3.Deepening/Re-framing Developing our understanding, testing our assumptions, exploring our thinking THEORIST Adapted from David Kolb’s work

56. Learning styles ACTIVISTS: enthusiastic about the new here & now brainstorm act first, think later bored with implementation REFLECTORS: range of perspectives think, then think again cautious action based on ‘big picture’ listen, then contribute Honey & Mumford

57. Learning styles THEORISTS: logically sound theories step-by-step approach perfectionists analytical rational more than subjective PRAGMATISTS: problems are a challenge like to experiment like to get on with things impatient with open- ended discussions practical, down-to- earth if it works, it’s good Honey & Mumford

58. Ways of perceiving

59. Home Group Sessions - overview AimMicro Skill 1. Framing the challengeSeeking diverse perspectives 2. Designing a ‘safe-fail’Suspending certainty 3. Reflection on experiments(s)Deep listening 4. Deepening understanding of the system Awareness of systems 5. Designing a personal ‘safe-fail’Awareness of self 6. Critically reflecting on the challenge Adaptive action

60. How do we make up our minds? Daniel Kahneman, Thinking, Fast and Slow (2012)

61. Improving outcomes for service users Ways of feeling Personal core values Commitment Ways of perceiving Balcony & dancefloor The unseen & unpredicted Diverse views Sensitivity to narratives Ways of thinking Curiosity Synthesising complexity Sense-making Ways of doing Narrative Enabling & Supporting Repurposing & Reframing Ways of relating Mutuality & Empathy Honesty & Authenticity Reflection Self Awareness Ways of being Courage to take risks Resilience & Patience Drive, energy, optimism Humility

63. 17 X 24=?

64. System 1 - Gut Automatic Unconscious Lightning Intuitive Emotional Resemblance

65. System 2 - Head Reason Conscious Slow Effortful Calculating Explaining

66. Monkey Business https://www.youtube.com/watch?v=IGQmdoK_ZfY

67. Bat and ball cost together £1.10 The bat costs one pound more than the ball. How much does the ball cost?

68. https://www.youtube.com/watch?v=pMqM4BDqvXY 9:34-11:40

70. Heuristics A simple procedure that helps to find adequate, though often imperfect, answers to difficult questions.

71. Kaheneman, Thinking, Fast and Slow, p.100

72. Heuristics & Biases Confidence & Coherence Anchoring Availability

73. Confidence & Coherence https://www.youtube.com/watch?v=pMqM4BDqvXY 13:29-17:45

74. Was Gandhi more than 114 years old when he died?

75. Sale - 10% off! LIMIT OF 12 PER PERSON NO LIMIT PER PERSON OR

76. Availability Heuristic

77. You are more prone to availability biases when… You are engaged in another effortful task You are in a good mood You score low on a depression scale You are a knowledgeable novice (not a true expert) Score high on a scale of faith in intuition You are (or are made to feel) powerful

78. So what? The way we make up our minds is typically driven by short cuts We can, and do, readily convince ourselves that we don’t Everyone does it Hmmm…….

79. Speaking of…. Confidence & Coherence “She can’t accept that she was just unlucky; she needs a causal story. She will end up thinking that someone intentionally sabotaged her work.” Anchoring “Plans are best-case scenarios. Let’s avoid anchoring on plans when we forecast actual outcomes. Thinking about the ways the plan could go wrong is one way to do it.” Availability “The CX has had several successes in a row, so failure doesn’t come easily to her mind. The availability bias is making her overconfident.”

80. Perception-Understanding- Intervention ‘ It’s not so much the solving of the problem but the framing of it’ Rob Farrands, 2014

81. Multiple ways of seeing ‘ We all construct the world through lenses of our own making and use these to filter and select…we need a constantly expanding array of data, views and interpretations if we are to make a wise sense of the world. We need to include more and more eyes. We need to be constantly asking, ‘who else should be here? Who else should be looking at this’ Wheatley, 1999

82. Multiple dance-floors In systems leadership, we know that there may be multiple dance floors and the unpredictability of complex systems may keep some of these out of view, no matter how high the balcony. Thus, for systems leaders, whilst on the balcony, they must also constantly visualise the aspects of the context that are out of view….including what is heard and how it is heard’ VSC Systems leadership synthesis paper, 2013 82

83. Exercise : experimenting with perceptual positions Home Group Session 1 : Framing the challenge using perceptual positions ‘Clients’ gives a brief outline of their challenge and identify one or more key stakeholders in the situation. They then allocate a ‘perceptual role’ to each of their ‘consultants’. Clients then describe their current thinking about their challenge in more depth Consultants listen in silence and then ask one good question each from their perceptual role.. Clients respond to the questions Each consultant gives feedback on how they think ‘their’ role might see differently. Clients reflect on the feedback and says how their thinking might have changed and what they have learnt. What might this mean for the framing of their systems leadership challenge?

84. Leadership for Change Programme Residential 1 Lunch

85. Systems tools: Learning Cycles & Safe-Fail Experiments

86. Home Group Sessions - overview AimMicro Skill 1. Framing the challengeSeeking diverse perspectives 2. Designing a ‘safe-fail’Suspending certainty 3. Reflection on experiments(s)Deep listening 4. Deepening understanding of the system Awareness of systems 5. Designing a personal ‘safe-fail’Awareness of self 6. Critically reflecting on the challenge Adaptive action

87. Cynefin model David J. Snowden & Mary E. Bone, “A Leader’s Framework for Decision Making,’ Harvard Business Review, November 2007

88. Simple Clear cause and effect Stable Sense, Categorize, Respond Best Practice Complacency

89. Complicated Hidden cause and effect Multiple right answers Sense, Analyse, Respond Good practice Analysis paralysis Ignoring innovative suggestions by non-experts

90. Complex Cause and effect coherent in retrospect Unpredictability & flux Probe, Sense, Respond Emergent Temptation to fall back into command and control Difficulty in tolerating failure

91. Chaotic No perceivable cause and effect Rules have broken down Act, Sense, Respond Novel Authoritarianism

92. Simple/Chaotic Boundary More like a cliff edge Success breeds complacency Catastrophic failure

93. Disorder Unclear which context is predominant This is where you spend most of your time

94. Domains David J. Snowden & Mary E. Bone, “A Leader’s Framework for Decision Making,’ Harvard Business Review, November 2007

95. Designing a safe-fail experiment Experiment freely and expect failure. Consider as many ideas as possible Start with experiments where failure can be tolerated. Be comfortable with ‘safe uncertainty’ – Design experiments that can be monitored. Run multiple experiments in parallel. Share the results of your experiments with others Learn from the results of their experiments, including about your own practice

96. RE-FRAMING EXPERIENCE DEVELOPING INSIGHTS & UNDERSTANDING RECOGNISING A NEW PARADIGM CONCEPTUALISATION APPLICATION Chris Argyris: double loop learning REFLECTION

97. Exercise : experimenting with perceptual positions Home Group session 2: Using the group to create a ‘safe- fail’ experiment ‘ Clients’ outline their current objectives for their shared safe fail experiment –and their learning edge Consultants listen in silence and then take time to reflect before offering one good idea each for a possible safe fail experiment : Clients reflect on the ideas offered and co-construct a do-able safe-fail that they can commit to completing before the next residential Clients consider what they want to learn about their own leadership practice through the process Clients complete the safe-fail grid as a reminder of the conversation and guide to action

98. Leadership for Change Programme Residential 1 Review and Evaluation Thank you, safe journey!