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S23M Workshop 2019
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S23M WORKSHOP: Trust building, thinking, and learning to create an inclusive culture of innovation and collaboration
 

FACILITATORS: Jorn Bettin and Pete Rive, S23M 
WHEN: Tuesday 19 November, 9am to 5pm
INCLUDES: Morning tea, lunch, afternoon tea
COST: Full day non-members $295; Full day HiNZ members $195; Speakers $49

This workshop brings together a broad range of professionals working in the healthcare sector, as well as academic researchers, and creative innovators to jointly tackle wicked workplace culture problems that don’t have an obvious solution. In most cases deep innovation and breakthrough improvements are the result of an interdisciplinary effort, drawing on insights from disciplines that lie beyond the focus and capabilities of any single organisation. Whilst the level of automation is rising in many domains, human tacit knowledge, situational awareness, and the ability to develop trusted relationships amongst peers and with patients are critical elements of optimal service delivery.

The workshop will build on the results from the corresponding workshop at HiNZ 2018 that explored establishing a sector-wide multi-agency approach of collaboration to address workplace bullying in healthcare and covered the following topics:
  1. Managing complex organisations, alternatives to traditional hierarchy 
  2. Workplace bullying and team dynamics
  3. How to incentivise change in behaviour and thinking
  4. Constant change in contractual obligations
  5. Constant change in technologies
  6. The tension between defined roles and the need to collaborate and innovate
The organisers encourage participants to submit concrete problem statements in advance and to bring along their culture and collaboration challenges for discussion with peers in Open Space format. 

We really should not still be having a discussion about workplace bullying, unacceptable behaviours and endemic incivility in healthcare in 2019. But we are; and as employers, unions, training institutions, employee advocates, colleges, universities and professional bodies we have been immensely successful in our collective failure to address it. We are part of the problem, but I believe we are also the solution . . . if we choose to be. I have now clocked up over 30 years of work in healthcare. I have worked in some of the largest NHS Trusts in the UK as well as a large number of small private hospitals. I have worked in, or with, a range of District Health Boards in New Zealand and I've connected with people in healthcare in the USA, Canada and Australia.

Again and again I see that the problem of workplace bullying is a common theme around the world and it is not ok. It is time to get real about change, and stop training our health workforce how to repeat the intergenerational cycles of dysfunction that damage people and can create unsafe environments for our patients. For an anti-bullying initiative to achieve lasting results, educating staff about the value of neurodiversity is an essential component. This workshop provides an opportunity to learn from neurodivergent people, and to jointly develop a genuinely inclusive culture of collaboration where bullying is not tolerated but where every individual’s unique contribution is valued. 

Many organisations I come across are doing something to try and address the problem, and some of us are investing immense time, effort and resource to change culture and achieve breakthroughs. We took an initial step towards a sector wide approach last year, but we have a long way to go. I believe that we need a multi-agency approach of collaboration to achieve the change we say matters to us.

– Pete Chandler, COO, Bay of Plenty District Health Board

An anti-bullying initiative is a great opportunity for fully appreciating the value of neurodiversity. As someone who identifies as autistic, I am very much looking forward to facilitating further discussion of this topic. Neurodivergent people and autists in particular very often become the targets of bullying. This topic is no laughing matter. Multiple studies confirm that the suicide rates for autists are are several times higher than in the general population. 

There is a strong consensus within the autistic community that bullying is one of the most important issues that needs to be addressed. Autists are often noted for their their honesty, their naivety, and their inability to be exploitative. Autistic neurological differences manifest in significant differences in social motivation, setting the scene for a mismatch with cultural expectations. Everyone can relate to the toxic effects of bullying, yet only few people are familiar with neurodiversity and autistic cognition from a first-hand perspective. 

Launching an anti-bullying initiative is a great opportunity to frame neurodiversity in a positive and non-pathologising way, and to educate people about the social model of disability. Neurodivergent teams are uniquely positioned to identify and address spurious cultural complexity within organisational systems and interaction patterns.

– Jorn Bettin, Partner, S23M

If you would like to propose a specific challenge or problem for discussion, please email Jorn Bettin.

Who should attend?
 
Health sector managers, clinicians, health informaticians, eHealth project managers, academics, innovators, and government personnel  

Format
 
The Open Space is facilitated by Jorn Bettin and Pete Rive from S23M, to create an inclusive environment that encourages divergent thinking, mutual trust, and interdisciplinary learning – three ingredients that are in short supply in most organisations.

As is customary during Open Space workshops, attendees may choose to participate in one or in multiple working groups during the event. Often some attendees remain focused on one working group, whilst others choose to divide their time between multiple working groups.

Agenda
  • Introduction of fundamental principles for trusted collaboration and tools for divergent thinking [30 min]
  • Summary of progress since last year [15 min]
  • Short introduction of submitted problem statements and formation of self-selected working groups [15 min]
  • Collaboration and discussion in working groups [180 min]
  • Lunch [60 min]
  • Collaboration and discussion in working groups [120 min]
  • Short presentations of working group results [30 min]
  • Agreement of next steps and goals for 2020 [30 min]
The organisers will coordinate the collection of results in the week following the workshop, and assist with the compilation of a synopsis from each working group that can be shared with participants via the HINZ Web site.

Organisers

 

Jorn Bettin is a Partner at S23M and loves building and working with high performance teams. S23M works with top-level subject matter experts and transdisciplinary teams to uncover and activate deep domain knowledge. S23M’s MODA + MODE thinking tools complement Kaizen and agile techniques, enabling people and software systems to interact in the simplest possible way. 

Jorn is passionate about open innovation and about addressing challenges that go beyond the established framework of research in industry, government and academia via the quarterly CIIC unconference. He is the author of several books on model driven product line engineering, and advises clients on the creation of inclusive cultures of innovation and knowledge sharing.

 
 
Dr Pete Rive is a Senior Advisor at S23M with over 30 years experience and research in creative collaboration and innovation. He is a futurist who has consulted in education, film and TV industries, media, digital design, telecommunications, and government. He is also an accomplished producer of high quality film and TV productions.

Pete is passionate about liberating creativity in organisations and individuals, and enabling the free flow of knowledge to achieve transformational outcomes. Creative collaboration and innovation in virtual worlds was the topic of his doctoral dissertation.

HiNZ, PO Box 300125, Albany, Auckland 0752, New Zealand.

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