What are some of the tools and frameworks that you use to facilitate change management processes?

When the pandemic started, the number of frontline workers suddenly needing emergency hospital admissions and the unprecedented upsurge in self-reported health conditions pointed to insufficient awareness of or engagement with Occupational Health (OH). How could we immediately identify foreseeable health risks and build engagement with & trust in OH? ADKAR helped me to identify and evaluate barriers to effective health risk assessment & devise personalised messages targeted at existing self-awareness & capability, coupled with appropriate emerging evidence & guidance to gain the commitment of staff. We successfully prioritised health protection through health risk assessment based on awareness, acknowledgement and self-management skills.

I am new to Kotter, but I can relate to the steps. During the pandemic, a spotlight fell on the health protection impact of competent Occupational Health (OH) advice. I felt a personal sense of urgency to improve access, awareness & understanding, especially across the SME market, 50% of whom (DWP & DHSC, 2023) do not access OH. A disrupter by nature, I have engage a small "army" of independent and clear-thinking young people to interpret what we do, identify what they perceive as barriers and challenge existing health marketing models. We are looking for an agile & comprehensive new communications strategy that will change perceptions and engage the 50% of SME employers who do not - yet - access OH either proactively or reactively.

The increase in digital delivery of health services has seen Occupational Health receive its own GDPR guidance. OH data is "special data" due to its unique combination of personal, health and employment information. Augmented Force Field Analysis (FFA) has helped us to investigate critical factors to inform our Data Protection impact assessment, SME decision-making & analyse the impact of the changes that we are driving for business functions and prioritise the vulnerable workers (HSE, 2023) who make up a significant minority of its workforce. As strong advocates of employer self-management, the identification and effective communication of these factors will help our customers to decide whether our approach is right for them.

Stakeholder Analysis In my field of fit longevity, a stakeholder is one whose future abilities (both mental & physical) are in jeopardy. First: must be ready & willing to “accept” radical change. (For many it will be radical) Second: the greatest challenge: long held belief systems. Third: introduction of a new paradigm/skillset Fourth: optimization of the environment: create movement rich setting, create new food choices, new leisure choices. All these areas require individual support & customizations. No two alike.

I would add that teaching the skill of mindfulness (meaning focusing attention on this moment rather than the past or future) is important to help people cope with change. It may seem counterintuitive to focus on the moment when talking about change, but hanging on to the the past or worrying about the new future can make people resistant to change.