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Diagnosing and building energy for changeThe SSPPI Energy Index
Dr Rosanna Hunt, NHS Improving Quality
[email protected]@rosielhunt
Psychological
Physical
Spiritual
Social Intellectual
Agenda for this session
1. What does the SSPPI Energy Index measure?
2. Why is energy awareness important at work?
3. Using the Energy Model
Takeaways:
• Paper & slides (look up Rosanna Hunt on www.slideshare.net)• Instructions to access the SSPPI Energy Index
1. What does the SSPPI Energy Index measure?
- PAUSE FOR DISCUSSION-
2. Why is building energy for change important?
3. Using the energy model
----------takeaways----------
• Paper & slides (www.slideshare.net – rosanna hunt)
• A short film describing the energies (youtube – energy for change)
• Instructions to access the SSPPI Energy Index (handout)
The SSPPI Index measures these five energies Energy Definitions
Social energy of personal engagement, relationships and connections between people. It reflects a “sense of us” and is therefore a collective concept that captures a situation where people are drawn into an improvement or change because they feel a connection to it as part of the collective group.
Spiritual energy of commitment to a common vision for the future, driven by shared values and a higher purpose. It involves giving people the confidence to move towards a different future that is more compelling than the statusquo, by finding the deep meaning in what they do.
Psychological energy of courage, trust and feeling safe to do things differently. It involves feeling supported to make a change as well as belief in self and the team, organisation or system, and trust in leadership and direction.
Physical energy of action, getting things done and making progress. It is the flexible, responsive drive to make things happen, with vitality and kinetic force (motion)
Intellectual energy of curiosity, analysis, thinking and cognition. It involves gaining insight, a thirst for new knowledge as well as planning and supporting processes, evaluation, and arguing a case on the basis of logic and evidence.
“Feeling appreciated”
“Feeling valued”
“Sense of being supported”
“Shared enthusiasm”
“Regularly challenging the status quo”
“Prioritising”
“Intense focus periods”
“Thinking creatively”
“Use initiative”
“Ignite curiosity”
“Encouraged to give your best”
“Sense of belonging”
“Ambitious goals”
“Confidence handling challenges”
“Sticking to our values in bad times”
“Inspired by our work”
Tony Schwartz’s Productivity
Paradox
Steve Radcliffe “4 Energies”
Bruch & Vogel
What do people experience in an energised work environment?
Stanton Marris“Energy
Generators”
Tony Schwartz’s Productivity
Paradox
Steve Radcliffe “4 Energies”
Bruch & VogelContent
ContextConnectionClimate
Productive Energy
PhysicalEmotionalIntellectualSpiritual
Physical HealthEmotional WellbeingMental ClaritySpiritual Significance
“a confirmatory factor analysis on the SSPPI Energy Index supported the existence of the five factors (energies)”
Where’s the evidence?
Tony Schwartz’s Productivity
Paradox
Steve Radcliffe “4 Energies”
Bruch & Vogel
How does the SSPPI Energy Index build on previous frameworks?
• The SSPPI Energy Index is aimed at the level of the
group rather than at the level of the individual or the
organisation.
• The SSPPI Index includes a fifth domain: psychological
energy.
• The SSPPI Index provides a measure of energy self-
awareness as well as a measure of energy.
@rosielhunt
The Energy Index
Hybrid
@rosielhunt
PART 1 - a psychometric profiling tool
- generates the group “energy for change” profile
- statistically tested and robust
PART 2 - a self-evaluation tool
- used to tell us whether there are any gaps between current energy levels, preferred energy levels and perceived energy levels in the work environment
The SSPPI Energy Index – V2, Part IThis questionnaire enables teams to measure their energy for change. Please agree the nature of the change context with your team before answering the following statements.Then answer all statements with your particular change context in mind.
1 = Strongly disagree 2 = Disagree 3 = Neutral 4 = Agree 5 = Strongly Agree
I am energised by the momentum of change____I have gained insight into the case for change____I feel a sense of solidarity with those I work with ____I am weary of change____I am able to keep expressing hope for the change when presented with setbacks_____The reasoning for the change is not compelling___I don’t feel appreciated by others at work_____I will be blamed if I try something new and it fails____
I feel isolated from others____I feel depleted of energy when others express doubt about the change_____The case for change has stimulated my creativity_____I feel disconnected from others____I am committed to our common vision for the future____I feel safe enough to do things differently____I am driven by shared values____I am experiencing change fatigue____The change does not fit with my sense of purpose_____I am not driven by a shared purpose for change_____I think there is no rational argument for change____The case for change is interesting to me_____I feel that we are getting things done to achieve the change_____I feel the change may conflict with my values___I feel personally engaged in the change___Clear thinking and analysis underpins the change___I feel fearful about the change___I sense openness about the potential to change___
Social energy is the energy of personal engagement, relationships and connections between people. It reflects a “sense of us” and is therefore a collective concept that captures a situation where people are drawn into an improvement or change because they feel a connection to it as part of the collective group.
My social energy is ____The social energy of those I work with is____The importance of social energy to me is____
Psychological energy is the energy of courage, trust and feeling safe to do things differently. It involves feeling supported to make a change as well as belief in self and the team, organisation or system, and trust in leadership and direction.
My psychological energy is ____The psychological energy of those I work with is____The importance of psychological energy to me is____
Physical energy is the energy of action, getting things done and making progress. It is the flexible, responsive drive to make things happen, with vitality and kinetic force (motion)
My physical energy is ____The physical energy of those I work with is ____The importance of physical energy to me is____
Intellectual energy is the energy of curiosity, analysis, thinking and cognition. It involves gaining insight, a thirst for new knowledge as well as planning and supporting processes, evaluation, and arguing a case on the basis of logic and evidence.
My intellectual energy is ____The intellectual energy of those I work with is____The importance of intellectual energy to me is____
Complete these statements on a scale of 1 = low - 5 = high
Spiritual energy is the energy of commitment to a common vision for the future, driven by shared values and a higher purpose. It involves giving people the confidence to move towards a different future that is more compelling than the status quo, by finding the deep meaning in what they do.
My spiritual energy is ____The spiritual energy of those I work with is____The importance of spiritual energy to me is____
The SSPPI Energy Index – V2, Part 2
Results to date
Hybrid
[email protected]@rosielhunt
• Over 1000 respondents worldwide• 73% female, 27% male• Clinical 37%, non-clinical = 63% • Clinicians tend to have higher spiritual energy• Individuals tend to rate the energy of those
around them to be lower than their own• Setting the change context is important
The SSPPI Energy Index provides a team Energy profile
What do the results look like?
2. Why is energy awareness important at work?
The group’ energy for change is 68% (10 respondents). NHS groups previously analysed have demonstrated energy levels between 54% and 84%.
The table below shows that intellectual energy is particularly high in this group (78%).
Physical energy is the lowest scoring energy (57%).
min max %
Social 48 76 67
Spiritual 67 80 73
Psychological 50 77 67
Physical 50 75 57
Intellectual 60 90 78
Overall 55 80 68
>20% variation on social, psychological, physical and intellectual domains
The Energy Index provides feedback on the team’s energy self-awareness
What do the results look like?
2. Why is energy awareness important at work?
Profiling data Self-Evaluation
Social 67 66
Spiritual 73 69
Psychological 67 66
Physical 57 60
Intellectual 78 83
Total 68 69
SSPPI Energy Index measures energy gaps
What do the results look like?
2. Why is energy awareness important at work?
3. Case study examples from the NHS
Takeaways:
• Paper & slides (look up Rosanna Hunt on www.slideshare.net)• Instructions to access to SSPPI Energy Index
• Plots the team’s energy (green line)
• Plots their perception of the energy of
those around them (blue line)
• Plots where the team would like their
energy to be (red line)
1
2
3
4
5
Social
Spiritual
PsychologicalPhysical
Intellectual
SSPPI Energy Index measures gaps between current and desired energy
for change
What do the results look like?
2. Why is energy awareness important at work?
3. Case study examples from the NHS
Takeaways:
• Paper & slides (look up Rosanna Hunt on www.slideshare.net)• Instructions to access to SSPPI Energy Index
0
1
2
3
4
5
6
7
My Energy
The Importance of this energy to me
This bar chart shows another perspective on the data – it uses frequencies of responses >3, rather than the mean (which can be misleading). It compares the data on current and desired energy for change.
The results displayed here confirm that the biggest gaps between current and desired energy levels are on the physical domain.
However, the frequency data reveals that the spiritual energy domain is lower then desired – spiritual energy is important to 6 out of 7 people, but the work environment is only meeting this energy need for 3 of them.
• Where have you observed
depleted energy? – in which of the
5 domains?
• Share your approaches to building
energy for changeTony Schwartz’s
Productivity Paradox
Steve Radcliffe “4 Energies”
Bruch & Vogel
Discussion in pairs
Psychological
Physical
Spiritual
Social Intellectual
Why is building energy for
change important?
Energy, more than any other factor, makes the difference between improvement activities that achieve their objectives and those that don’t.
Psychological
Physical
Spiritual
Social Intellectual
Source: Leading Large Scale Change: a practical guide (2011), NHS Institute
“Your first and foremost job as a leader is to take charge
of your own energy and then help to orchestrate the
energy of those around you”
Peter Drucker (1909-2005)
Why is building energy for change important?
70%
25%
5%
1. Most large scale change fails to achieve its objectives
Source: McKinsey Performance Transformation Survey, 3000
respondents to global, multi-industry survey
Why is building energy for change important?
Why is building energy for
change important?
2. To re-balance the key motivators for change
Intrinsic motivators
Adapted from: Helen Bevan 2011 Horizons Group NHS
Improving Quality
Extrinsic motivators
Why is building energy for
change important?
Adapted from: Helen Bevan 2011 Horizons Group NHS
Improving Quality
Drivers of extrinsic motivation
create focus & momentum for delivery
Intrinsic motivators •connecting to shared purpose
•engaging, mobilising and calling to action
•motivational leadership
build energy and creativity
•System drivers & incentives•Payment by results•Performance management•Measurement for accountability
Internal motivators
•connecting to shared purpose
•engaging, mobilising and calling to action
•motivational leadership
build energy and creativity
Drivers of extrinsicmotivation
•System drivers & incentives•Performance management•Measurement for accountability
create & focusmomentum for delivery
Adapted from: Helen Bevan 2011 Horizons Group NHS Improving Quality
the capacity and drive of a team, organisation or system to act and make the
difference necessary to
achieve its goals
Psychological
Physical
Spiritual
Social Intellectual
Energy for change is:What is energy for change?
• Psychological energy is central
• Dispersed leadership model
• Explanation not judgement
• Making explicit the issues that remain
hidden/unarticulated and that really
impact on whether change is achieved
and sustained Tony Schwartz’s Productivity
Paradox
Steve Radcliffe “4 Energies”
Bruch & Vogel
Using the Energy model
Psychological
Physical
Spiritual
Social Intellectual
The SSPPI Energy Index measures how much energy a team has for a specified change.
There are five energies that are important for change to be successful:
Psychological
Physical
Spiritual
Social Intellectual
The value for teams, is in the facilitated discussion that happens after they receive their team Energy profile.
Introducing the SSPPI Energy Index
How do I go about measuring a group’s Energy for Change?
Individual leader identifies the change that they want to measure energy for
Ask the group to complete the online questionnaire, ensuring:• they use the allocated team code*• they understand the change they should
answer the questionnaire in relation to• anonymity – to encourage honest
responses• a deadline for completion is set
Arrange a feedback call to discuss:• The team’s results• A date for facilitated feedback to the
whole team (face-to-face)
*obtain the link to the questionnaire and team codes from [email protected]
Contact [email protected] further information
https://www.youtube.com/watch?v=XBwcYYy3u74
Short video on building energy for change in the NHS
