Pruning processes, Don’t be a d**k, Using business analytical tools to help ourselves and more.
What Louise Ebrey ’s been reading this week
When I’ve not been judging entries in the new Developing Quality Talent category of for the International Quality awards in June, or constantly checking the news because there was a major incident with bomb hoax, building evacuations, road closures and police stand for about 36 hours right near where I moor my narrowboat, I’ve read some interesting stuff this week including:
Improvement, Change and Transformation
When is change actually transformation (and vice versa)
Martin Johnson asked how often we are mistaking Change for Transformation.? In my experience definitions of Improvement, Change and Transformation differ between organisation industry and professional disciplines.? Martin and I would love to know your thoughts on the differences.
Simple experiments to prune bureaucratic processes
Ben Simpson wrote about why as the world is speeding up, do organisations seem to have slowed down? He outlines some simple experiments you can undertake to change that in your workplace.
Learning opportunity: The Deming Alliance turns its focus to how we can use SPC, quality principles and simple statistics to predict how our bodies work.
Sadly I didn’t make it to last week’s Deming Alliance, so I’m really looking forward to this one with Eddie Fletcher and Julian Simcox on Thursday 27th March, especially as I’m learning how to monitor how different factors impact on the symptoms of my ADHD and Chronic Fatigue
Leadership, management and generally being a good Human
Don’t be a D**k and other business lessons no one really talks about.
The phrase “don’t be a d**k” has resonated ever since I watched the crew building Green Man Festival stick stickers with that phrase all over any surface they could find, and then use it as a non-confrontational way to pull each other up if they were in danger of working unsafely - because it was a common shared language.
So when I saw the headline on this, I had to give it a read.? Geoff Shepherd of The Yorkshire Mafia covers Ten uncomfortable truths in his usual readable style across two posts:
领英推荐
People and Workplaces
Approaching hybrid working models from the perspective of mental health
This report/guidance on designing mentally healthy hybrid work from the Australian Government’s Mental Health Commission caught my eye, both because of the premise that we’d want to design the way people work around models that dupoirt and promote mental health in the people who work in them, and because the guides and the shorter summaries are visual clear and easy to read. They even have versions in Arabic, Chinese (both traditional and simplified), Greek, Korean and Vietnamese
People in the UK who are out of work for health and disability reasons want tailored support from DWP and joined up systems
A friend of mine who works for the UK’s Department of Works and Pensions (DWP)sent me a link to their interim findings from the work aspirations project: Work aspirations and support needs of health and disability customers
As someone who’s just waited 66 weeks for an appointment when I was initially told that the waiting list was 8 weeks, I can relate to the finding that there is a “link between take up of health and disability benefits and challenges in the healthcare system: two in five customers (41%) were on a waiting list for treatment for their health condition(s), and half (50%) who were out of work felt their ability to work was dependent on receiving treatment.”
Unsurprisingly health and disability benefit customers “wanted help from DWP to be personal, with genuine attempts to understand their unique needs and circumstances. They wanted to feel supported rather than coerced, monitored or blamed. They wanted to see more joined-up services so that they didn't need to explain their health conditions repeatedly to different staff and agencies.”
Thinking about privilege and bias differently
Shivani Uberoi shared her thoughts on linked in about becoming comfortable with words like privilege and bias (rather than removing them from the way we talk about DEI).? I particularly liked this graphic showing different kinds of privilege - which helps us think not only how the people we interact with may be impacted, but also to build on that to see how those intersect.
Learning opportunity: Mighty Spicy and other wellbeing related talks
My partner in crime Dr Emma Langman-Maher is one of a brilliant line up of speakers at the Health and Wellbeing at Work conference 11th-12th March at the NEC in Birmingham
Her talk is: Mighty Spicy - unlocking neuro divergent advantage
There are talks from lots of interesting people linked to all of these themes