Jesse Tolan

How many people does it take to change an organisation, system or culture? In his book "Change, How to Make Big Things Happen", @DamonCentola shows how change became inevitable when 25% of the people were on the side of making the shift - a “committed minority group” driving the change. But how do we get to 25%? Three strategies: 1) Use "non violent" change processes: where people can come into the change, make it their own, be part of a co-creative process & see/feel their stamp on the change. 2) Adopt the "Active, Sustained 3.5% Rule": a much smaller group actively engaged at the heart of the change, sustained over time. 3) Adopt the "Law of One Person and One Step": where we don’t need to train everybody, but instead, coach a small group of people to create a non-violent resistance to the old ways of working & bring new ways in. danielstillman.com/blog/mini…. By @dastillman

One of the things we often get wrong in health & care improvement is prioritising performance improvement (process-technical aspects) over the emotional experience of participants. We need to make consideration of emotional factors one of our highest priorities in change initiatives. This includes: 1) how we make connections with values, through emotions, to engage people in change & 2) appreciating emotions & related cognitions & behaviours surrounding events during change. See: qualitysafety.bmj.com/conten… Via @StevenHCady. Graphic: @gapingvoid

As change agents, it is our daily mission to challenge the status quo. Making a clear case for change, backed by data, can help but status quo challenging is far more of an emotional & political process than a logical/rational one. It takes courage but it's more about skill. Ten ways to build that skill: 1) Anticipate the opportunity 2) Ask for permission 3) Begin with inquiry, not advocacy 4) Model emotional intelligence 5) Demonstrate a grasp of the past 6) Be transparent about potential unintended consequences 7) Bring credibility 8) Know your boss 9) Frame dissent as exploration 10) Use data hbr.org/2023/12/how-to-chall… By @timothyrclark.