Welcome to the new Update and the Herbert Simon Institute As regular readers will know, Update was previously published by the Centre for Public Policy and Management (CPPM) at Manchester Business School (MBS). As you will see from the front, it is now the bulletin of the Herbert Simon Institute for Public Policy and Management, in collaboration with Health Policy and Management, and IGOV. So large is this network that last summer we were able to publish The Alternative Comprehensive Spending Review, in advance of the Governments own review, covering most areas and issues in public activity in the UK. So the Herbert Simon Institute together with Health Policy and Management and IGOV subsumes most of the activities of the former CPPM, whilst broadening and deepening our capacity and networks. We hope you continue to enjoy Update and are able to participate in some of the many activities being organised by the Herbert Simon Institute in the future. The Herbert Simon Institute is a new institute both within MBS and across the university. It is a research centre within MBS that brings together more than 60 scholars who are active in the public policy and management field. But it is also a network of dozens more academics working across the University on public policy and management issues in social sciences, education, health, international development, environment and many other fields. Names and contact details Lawrence Benson Lecturer 0161 275 7790. [email protected] Julian Bond Senior Fellow 0161 275 7780. [email protected] Alan Boyd Research Associate 0161 275 2923. [email protected] Stephen Brookes Senior Fellow 0161 275 0552. [email protected] Naomi Chambers Senior Fellow 0161 275 7964. [email protected] Nick Clifford Senior Teaching Fellow and Business Development Manager 0161 275 6531. [email protected] Richard Common Senior Fellow 0161 275 2919 [email protected] Gill Harvey Senior Lecturer 0161 275 2902. [email protected] Carole Johnson Lecturer 0161 275 3794. [email protected] Su Maddock Senior Fellow 0161 275 6400. [email protected] Ann Mahon Senior Fellow 0161 275 2913. [email protected] Adrian Nelson Research Fellow 0161 275 3790. [email protected] Liz Smith Research Associate 0161 275 3791. [email protected] Ann Shacklady-Smith Senior Fellow 0161 275 [email protected] Eileen Spencer Research Associate 0161 275 2889. [email protected] Colin Talbot Professor 0161 275 0508. [email protected] Kieran Walshe Professor 0161 275 3852. [email protected] Jay Wiggan Research Associate 0161 275 2916. [email protected] Amanda Shephard Fellow 0161 276 5880. [email protected] Leadership development for the public sector The Herbert Simon Institute Gillian Appleby - Administrator 0161 275 0565. [email protected] Matt Baker - Editorial Executive 0161275 0554. [email protected] Manchester Business School Booth Street West Manchester M15 6PB Tel: +44 (0)161 275 2908 Fax: +44 (0)161 273 5245 E-mail: [email protected] www.mbs.ac.uk/cppm The Manchester Masters in Public Administration On the Manchester MPA you’ll learn concepts and skills needed for leading modern public services, gaining unique insights from staff who’ve worked and consulted extensively in the public sector, both in the UK and internationally. For informal enquiries contact [email protected] www.mbs.ac.uk/admin The MSc Healthcare Management On Manchester Business School’s MSc Healthcare Management you’ll gain a broader understanding of healthcare management issues and a deeper insight into your own healthcare system. You can choose a route through the programme to suit your own career goals. For informal enquiries contact [email protected] www.mbs.ac.uk/health For more information on both programmes call: +44(0)161 306 1339 How to prevent organisational failure Update Herbert Simon Institute Spring 2008 News The team of Kingsley Purdam and Paul Norman from the Centre for Census and Survey Research (CCSR) and Peter John and Stephen Greasley from the Institute for Political and Economic Governance (IPEG) presented evidence regarding the factors informing council size, highlighting issues such as democracy, representation, population change and public service delivery and management. Their research included a review of past decisions on council size in the UK, case studies of council size in four other EU countries, an assessment of statistical evidence in the UK and a panel discussion of stakeholders and experts from across the UK to discuss the key factors to be considered in determining council size. Council Size and Democracy Dr Kingsley Purdam, a research fellow at the CCSR, explained: “Council size, in terms of the numbers of councillors, is a crucial aspect of local democracy and may contribute to the effective management of public services. It is therefore vital that the procedures for determining council size are robust, based on best practice and capable of anticipating future change.” A team of University of Manchester researchers have developed a database and decision support system to help the Boundary Committee for England decide on local electoral arrangements relating to council size. Taking into consideration the future role of councillors as outlined in the 2006 Local Government White Paper, the research showed that the numbers of councillors varies considerably across different areas and comparable types of authority in the UK and other European countries. True value of water-cooler networking revealed Dr Purdam added that while there may be formal processes of review there is an element of historical accident in the number of elected representatives each council may have. Any increase in the number of elected representatives per area, he suggested, could be used strategically in priority areas as a driver for increasing civic engagement and for tackling deprivation. For further information please contact Dr. Kingsley Purdam, CCSR, University of Manchester. Email: Kingsley.purdam@ manchester.ac.uk A study from Manchester Business School’s Institute of Innovation and Research and ICI has confirmed that getting people talking informally - water-cooler networking - is one of the most effective ways of unlocking knowledge within an organisation. The joint project compared the formal and informal social networks within large research and development organisations where the free exchange of ideas and know-how is crucial. Dr Naomi Chambers has been appointed as the new head of health policy and management at Manchester Business School (MBS). She has taken over from Professor Kieran Walshe who is now on a 12-month study sabbatical to write up existing research and to embark on new projects which will focus on his interest in organisational deviance. Academics from the University of Manchester’s European Work and Employment Research Centre (EWERC) have helped the European Commission publish an expert report analysing gender mainstreaming in practice in the field of employment policies. On his return, early next year, Kieran will continue his research and to teach at MBS and will also assume the Directorship of the Institute of Health Sciences which brings together health research across all faculties at the University of Manchester. A leading biotech industry pioneer will be giving a public lecture at Manchester Business School on Wednesday 2nd July about his success in preventing and reducing scarring on the skin and inside the body. It presents concrete examples of gender mainstreaming implemented over the last few years in 30 European countries. The study indicates that most countries are still far from adopting a full gender mainstreaming approach to employment policies. In the field of pay and flexicurity policies, the awareness of gender equality is especially limited. In addition, gender equality is often not taken into account in the actual design of policy measures. http://www.ccsr.ac.uk/ Naomi’s appointment follows the decision to create two new subject area groups, replacing The Centre for Public Policy Management: innovation in government and health policy and management – enabling more scope for specialisation in each field. The new arrangements also capitalise on the intellectual firepower of the University of Manchester with both new groups belonging to the Herbert Simon Institute for Public Policy and Management, the University-wide research centre hosted by MBS. . The conference was opened by the Chinese Academy of Science’s Professor Rongping Mu, who spoke about China’s ambitious goal to become an ‘innovation-driven country’ by 2020. . Peter Budd, director of the global engineering firm, ARUP, outlined the design of the new Dongtan Eco-city near Shanghai. With capacity for 80,000 residents, the city is designed to have a low ecological footprint and will achieve this through zero emission transport, water recycling, control of noise and light pollution and preserving the local bird habitat. to be an effective knowledge node needs a particular set of personal characteristics but coaching and training can increase impact still further Scar wars: the Renovo story Naomi said: “Over the next year we are keen to listen and to work closely with our NHS clients and beyond, to establish programmes that meet the challenges facing their organisations. There are a number of exciting initiatives already underway, including the building of an action learning research and practitioner community at MBS.” . A recent conference, hosted by the Business School’s Manchester Institute of Innovation Research and The University of Manchester’s Architecture Research Centre, initiated a dialogue with China on the crucial issue of innovation for sustainable growth. The study has generated five action points which can easily be put into practice: informal networks need managing. Individuals who are key technology ‘nodes’ and those who cross boundaries must be identified and nurtured. These key people can help or hinder know-how flow around a large organisation Gender mainstreaming MBS health changes of employment policies in practice Professor Jill Rubery, one of the report’s authors, said the manual will be disseminated by the Commission to all member states to advise them on how to put gender issues into their employment policies. . China currently faces the challenge of translating economic growth into sustainable development. At the same time, China is rapidly accumulating science and technology capabilities and is well on its way to becoming a key global innovator. Could this innovative capacity be harnessed to bring more sustainable development? “However it’s not always as straightforward as it seems - especially if an organisation has recently undergone restructuring, which can sever key relationships.” informal social networks matter - coffee room or water-cooler gossip lubricates the real business of the firm. Informal contacts help spread key knowledge within an organisation. Yet informal contacts are often ignored when managing organisations The research also suggests that representation could involve more community-based representatives, such as those that are based within local neighbourhoods. There may also be a case for local councils to focus on their governance function, based on a relatively small number of councillors, and to leave community based representation and governance roles to others. Dr Purdam concluded that options for change need to be explored in much more detail, both in research and practice, as the issue of the number of elected representatives remains a neglected area of reform and innovation. . Manchester experts support sustainable growth in China Dr Phil Gamlen, senior fellow at Manchester Business School, said: “Businesses should ask themselves whether they are maximising the power of informal networks as an integral part of their business development strategy. As co-founder and chief executive of Renovo and Professor in the Faculty of Life Sciences at The University of Manchester, Professor Mark Ferguson leads the largest Biotech company in the UK. Renovo is the world leader in scar prevention and reduction research, developing pharmaceutical products to prevent and reduce scarring. Originally a biotechnology company spun out of The University of Manchester, after raising two rounds of venture capital funding, the company was floated on the Main Market of the London Stock Exchange in April 2006. it is possible to map networks within firms to reveal gaps and blocks which may have to be supported by more formal structures, such as regular meetings loss of personnel not only means a loss of formal know-how, but the organisation also disproportionately suffers from the collapse of informal networks which a manager has built up during their employment. In total since its foundation, Renovo plc has raised £99 million. Mark graduated from the Queens University of Belfast and is a founding member of the UK Academy of Medical Sciences. He was awarded the CBE for services to health and life sciences by the Queen in 1999. To book your ticket online visit http://www.mbs.ac.uk/vitaltopics/2008/ mark-ferguson.aspx Professor Simon Guy, from Manchester’s Architecture Research Centre, said wider public discussion was needed and called for “fresh thinking about sustainable design beyond the narrow debates of green architecture, in order to maximise sustainable growth.” Other speakers included Manchester Business School’s Professor Jakob Edler who highlighted the role public purchasing should play in driving China towards innovative and sustainable developments. Following the conference, Manchester Business School further strengthened links with the Chinese Academy of Science by signing a collaboration agreement to work together on future innovation research and the exchange of staff. Professor Luke Georghiou, director of policy research at Manchester Business School, signed the agreement with Professor Rongping Mu, adding: “At a time when both the UK and China are transforming their innovation systems, it’s clear that working together will strengthen both research institutes in their study of policy towards science, technology and innovation.” Going Dutch? Recent political debate has indicated that Dutch maternity nurses could be coming your way. But, is health policy tourism really the best way to approach many uniquely British health challenges? By Naomi Chambers There are, however, pitfalls. There is no doubt for example that it is easier to transplant technical and clinical innovations than policy and management ones: a medicine administered in Cuba will have the same effect when administered in the UK, whilst it has proven impossible to get GPs to provide close personal care in the same way in England as they do in Cuba, despite evidence of the clinical and cost effectiveness of the ‘Cuban way’. Secondly, there are often deep cultural differences and historical reasons why health services have developed in a different way. The Dutch maternity nurse idea has to be seen in context. More than 50 per cent of Dutch women give birth at home in comparison with rates in the UK that hover around five per cent. This is unlikely to change significantly, however much health ministers may ‘want’ it to. NAOMI CHAMBERS HEAD OF HEALTH MANAGEMENT AT MANCHESTER BUSINESS SCHOOL The Conservative Party is to be applauded for their recent focus on support for mothers, babies and their families in the first tumultuous week after birth. NHS maternity services continue to be the subject of considerable adverse media publicity; patient surveys also indicate that fifteen years after ‘Changing Childbirth’ which was supposed to place the needs of women at the centre of the service, the experience of women receiving postnatal care is too often reported as poor. For whatever reason, there appears to be an enduring shortage of midwives to provide the personalised care that is so crucial at this time. At the start of life, this state of affairs will only serve to sustain the scandalous gap in health outcomes between the well off and disadvantaged groups in our society despite 60 years of a National Health Service. So we are now invited to adopt the Dutch model of maternity care and in particular the use of maternity nurses to provide help and support in the home for up to six hours a day for the first week. It does seem eminently sensible to look elsewhere for solutions. The NHS is building quite a reputation for doing this and on the face of it this makes sense. In a global world, most health systems are facing similar stresses: rising costs, increased patient expectations, an explosion of available technology, workforce shortages, more people living with long term limiting health conditions and a rise in the elderly population. Indeed it is refreshing to see for once a Eurpean rather than a US model of care being invoked. Thirdly, we find what we are looking for: lessons learnt are rarely politically neutral as they derive from the questions that are posed, and out of problems that may seem to require a quick fix. Alain de Botton reminds us that we take ourselves with us when we travel. Drawing lessons too quickly can lead us to close down early on the wider range of choices that we may have. Too often we adopt uncritically ‘bright ideas’ from elsewhere. The Child Support Agency is an infamous example of a model that has worked elsewhere but has proved a disaster here. A further example can be seen in community matrons. Although much appreciated by some patients, community National Treasure? Following the publication of the Treasury ‘capability review’, Colin Talbot asks if confidence in the UK’s economics and finance ministry has hit rock bottom matrons originate from a country (the US) with underdeveloped primary care. Evidence for their effectiveness in the UK is poor and they have been somewhat clumsily been grafted on to an already elaborate primary nursing care system. This doesn’t mean to say that we shouldn’t investigate different approaches and policy options. There has to be international learning, rather than the ‘not invented here’ syndrome, when all developed countries face the same set of challenges. A recent IPPR study indicated that we could look to the smaller states such as New Zealand and Denmark who are often at the cutting edge of reforms. The answer, as Mulgan has argued, may lie in focussing on whole policy concepts rather than specific applications. And, like holding up a mirror, examining other health services can help us to see our own strengths and weaknesses more clearly, and help us to decide what we must hold on to and what we must change. Wine often tastes better in the country where it is produced and when we are on holiday rather than when we’ve brought it home. Alan Maynard has used the term ‘policy tourism’. We could take this one step further: in our quest for health improvement, perhaps we should be more like travellers and less like tourists: operating in a spirit of inquiry and the exploration of possibilities with an open and critical mind rather than with a mindset of procuring, taking or plundering without a second thought. Stephens also rightly points out that some of the areas which HMT (and their Chancellor boss) most often claim credit for are ones where they have actually given away their powers to others – most notably over the setting of interest rates to the Bank of England. COLIN TALBOT PROFESSOR OF PUBLIC POLICY AND MANAGEMENT Is HM Treasury a failing organisation? Certainly the Treasury mandarins wouldn’t think so, but others are becoming much more concerned that the mightiest of Whitehall ministries is losing – or indeed already lost – the plot. The influential columnist Philip Stephens, writing in that doyen of respectability, the Financial Times (12 Feb), likened HM Treasury not to a Rolls Royce – the most favoured metaphor for Whitehall superiority – but to a Trabant, a dreadful automotive relic of the former stalinist East Germany. I could add a few more crimes to the charge sheet. The worst is the supposed attempt to introduce a more ‘strategic’ approach to public finances through the Comprehensive Spending Reviews – this fell foul of political machinations almost before the ink was dry on the first one in 1998. First the cycles keep shifting – originally it was to be a 3 year cycle; then it became a “3 year plan reviewed every 2 years” for the next 3 reviews (2000, 2002, 2004); then it reverted to 3 years (2007); and now no-one knows when the next one will be. I recently challenged a senior Treasury official to answer the simple question – will it be Spending Review 09 or 10? He couldn’t answer. Closely linked to this is the attempt to turn HMT into some sort of central planning ministry through Public Service Agreements and their associated targets and the unwarranted intrusion of what is essentially a finance ministry into policy areas it should leave well alone because it simply does not understand them. And then there is the ludicrous re-introduction of ‘head-count’ targets as a way of achieving efficiency – something just about every OECD government, including ours, abandoned as a hopelessly blunt instrument in the mid-1990s. Mercifully, these have now been dropped, again. Stephens points to a series of blunders in those areas where the Treasury has retained or expanded its remit over the past decade – the half-backed part-privatisation of London Underground; the continuing disaster of the tax credits scheme (£1bn a year in overpayment and fraud); the Northern Rock fiasco; poor forecasting of the public finances; the nodding through of the GPs less work for more money contract; and, last but by no means least, the loss of 25 million citizens’ details by HMRC, over which Treasury has taken much greater control. The list of Treasury failures is matched only by the arrogance of their “not invented here” mentality. A couple of years ago I had a fascinating afternoon with someone on secondment to HMT. They said they had never come across such an insular and arrogant working environment; and as this came from a very senior management consultant in a very big consultancy firm - people usually not noted for their humility – it became an even more amazing accusation. It is an impressive indictment, to which can be added the impressively cack-handed attempts to tax “non-doms” and ‘simplify’ capital gains tax. In the face of such hubris, failing organisations usually need some sort of external shock to make them face up to their short-comings. Just such a potential external stimulous was administered to HMT at the end of last year when their ‘capability review’ was published. The product of external scrutiny by peers within the civil services and external experts, capability reviews have produced pretty harsh judgements on many Whitehall departments. The Treasury’s was no exception. According to the capability review HMT scored badly on ‘leadership’, marginally better on ‘delivery’ and a little better still on ‘strategy’, but none of the assessments were anything to boast about. The review pointed to some of the reasons behind high levels of staff turnover – at middle-management level 50% had less than three years experience in the Treasury; low morale – staff believed senior managers didn’t ‘walk the talk’; weak leadership which fails to drive change with “sufficient pace and passion”; and so on. Unfortunately it does not look as if the litany of failures, or the capability review, has yet delivered a sufficient shock to provoke real transformational change in the Treasury. At the moment it looks more like “a permanently failing organisation”. Many commentators – including myself I have to confess – thought that such an external shock might come from Gordon Brown once he moved into No. 10. So far, that has not happened. That could be for several reasons. One is that having spent so much time in the Treasury he’s effectively still enthralled by its own image of itself. That may be wearing off – initially he transplanted most of his Treasury top team into Downing St. Recently he’s recognised that was a mistake and brought in a fresh set of top aides. That may provide some necessary ‘reality check’ on views about the Treasury. But there is a final factor which may cause PM Brown to hold his hand, even if he does come to realise the Treasury’s many failings. Despite recent events, he knows the charge of ‘stalinist control freak’ is still in the air. Any move which is seen as an attack on the Treasury might well be interpreted as centralising power into Downing St. So maybe the HM Trabant has a bit of road left yet. “The global threat from climate change is now clearer than ever. The scientific evidence has hardened. We need to move from a high carbon to a low carbon economy, but the answer is not ‘do not consume’. It is intelligent consumption.” Sir Terry Leahy Chief Executive, Tesco Planetary gains If developed countries are to cut their carbon emissions by 80 per cent by 2050 then “the whole economy has to change” according to Sir Terry Leahy. Ken Green reports on how the Tesco boss is creating a culture of sustainable consumption Last September a partnership deal was agreed between Tesco, the UK-based supermarket chain, and the University of Manchester to establish a “Sustainable Consumption Institute” in the University. The supermarket giant is investing £25m over five years, probably the largest contribution ever made by a service sector company to a European University for research into sustainability. Tesco’s investment is part of its strategy to establish a sustainable model for retailing in a world confronting climate change and other global issues. As the Stern Report highlighted, taking a positive, proactive approach can forge a direct link between safeguarding the future of the planet and delivering economic growth. But the work to identify and develop sustainable practices, and to encourage their widespread adoption, needs to move forward at pace. The vision of the SCI is of a world-leading research centre addressing major international issues associated with sustainability in the retail sector and encouraging consumers to adopt more sustainable life The Institute will draw together global expertise, with specific research programmes commissioned at Manchester, but also at other leading world centres. It will be housed in Manchester Business School but will involve all the University’s schools in a programme of research, seminars, conferences, public debates, policy advice and scholarly and popular publications. Initially the focus will be on several research themes, ranging from influencing customer attitudes, technological innovations and the development of carbon labelling. All research from the Centre will be made publicly available in order that Government, business, NGO’s and the public may benefit from the The University of Manchester has a proud track record in research into the science behind climate change and research in the social sciences to understand its economic, social and business consequences; the SCI is the latest of several major recent national programmes to have been awarded to Manchester through competitive processes in the areas of energy supply and demand and climate change. • the ‘Shopping Trolley’ project, commissioned by DEFRA and published in January 2007 by Ken Green and Chris Foster of Manchester Business School, which focused on the environmental impact of food production and consumption SIR TERRY LEAHY CHIEF EXECUTIVE, TESCO findings. (For the list of themes, see below). Tesco’s Chief Executive, Sir Terry Leahy, argues that the Institute demonstrates Tesco’s commitment to research in this area: “We are supporting the SCI to bring together experts from many different areas of environmental work: climate science, technology, economics and consumer behaviour. The Centre will help us to take forward our work on carbon footprinting and labelling, to identify particular pressure points in the supply chain, and to guide our business and our customers towards a lowcarbon future. This is not just private benefit for Tesco, but for business more widely and for the public good.” • A £1M research council award in April, 2007 to develop software for calculating the carbon footprints of industrial supply chains, including the food and drink sector • A research council programme launched in April 2007 to investigate the accelerating ‘urban heat island’ effect in major cities, linked to global warming • Manchester’s 66-strong climate science research group runs current grants totalling £5M for research into atmospheric processes surrounding urban air pollution, clouds, aerosol, climate change and atmospheric radiation. The SCI will become a focal point for the training of the next generation of researchers, policy makers and advisors in the public and private sectors in the area of sustainable consumption, through an extensive training programme for postgraduate students. While new research findings are expected within the first year of the launch of the Institute, the nature of the partnership is long-term; it includes funds to endow a continuing Professorship in Sustainable Consumption. Further information on the Institute can be obtained at: www.sci.manchester.ac.uk (which includes details of the Institute’s Doctoral Training Programme) and from its Research Director, Professor Ken Green (ken.green@manchester. ac.uk) The SCI’s 9 themes: 1)Motivating customers towards greener lifestyles 2) Carbon labelling 3) Planning a greener future for retail 4) Investing in new technologies 5) Understanding the skills and staffing challenge 6) Managing the implications of the rising cost of carbon 7) Waste, recycling and packaging 8) Underpinning Climate Change Research 9) Environmental sustainability Crisis leadership If the Northern Rock crisis has taught us anything, it’s that the danger of complacency is a constant threat in big, complex organisations. Gill Harvey underlines the perils of ignoring warning signs and explains the process of turnaround happen? Are they predictable, and if so, perhaps preventable? And what actions can be taken to turnaround organisations that are failing or at risk of major failure? “Often major failures develop an accepted public narrative and it is only the process of detailed inquiry or academic investigation that unpicks and reframes that narrative, highlighting the complex (and perhaps predictable) sequence of events that culminated in failure.” GILL HARVEY SENIOR LECTURER IN HEALTHCARE AND PUBLIC SECTOR MANAGEMENT, AT MANCHESTER BUSINESS SCHOOL. Recent news headlines about the crisis at Northern Rock and the huge financial losses incurred by French bank Societe Generale serve to highlight the major failures that can occur within organisations. Unfortunately, these recent incidents are not all that rare - similar examples within a range of organisations both in the forprofit and not for profit sectors are not hard to identify. For example, in the finance sector, cases such as Enron and the collapse of Barings Bank; in the field of space travel, the explosion of the space shuttles Challenger and Columbia; in the retail sector, the troubled fortunes of companies such as Marks and Spencer; and in healthcare, examples such as high mortality rates following paediatric cardiac surgery at Bristol Royal Infirmary and the wide scale serial killing by GP Harold Shipman. Disasters and major performance failure seem almost a fact of life within organisations in all sectors of society. But why do such events Although major failures are often sudden and unexpected, usually with catastrophic consequences, subsequent investigations into the circumstances and causes of failure frequently reveal the extent of information within the system that could have been used to predict or prevent disaster. Prior warning signals were frequently present in the form of knowledge, awareness, information and data within the organisation that was poorly recognised, acknowledged, interpreted, understood or acted upon. In some cases, information may have been actively ignored or discounted, particularly where the culture predisposed towards this or where the organisation clung on to the history of past success. In other cases, data were too disperse or poorly organised to enable key decision makers to make sense of it and act accordingly. Often major failures develop an accepted public narrative and it is only the process of detailed inquiry or academic investigation that unpicks and reframes that narrative, highlighting the complex (and perhaps predictable) sequence of events that culminated in failure. The collapse of Barings Bank in 1995 with losses of over £800 million from its Singapore operations was initially attributed to the actions of the ‘rogue trader’ Nick Leeson – very similar to the current debate surrounding events at Societe Generale. Yet more detailed examination of the events leading up to the bank’s collapse revealed that it was perhaps not as unexpected as initial accounts suggested. Certainly, there was information available within the bank to indicate that things were not right in its Singapore operations long before 1995, yet the management of the organisation chose (consciously or unconsciously) not to act on this information. Academic investigation of the events leading up to the collapse of Barings suggest a number of contributory factors were at play, including management failure to note or understand the significance of financial performance information, a ‘success breeds failure’ syndrome, organisational culture, structure and strategy deficiencies, the effect of group think (discounting danger signals and magnifying good news) and external regulatory failure. So if major organisational failures and disasters share things in common, how can we take this learning and apply it to the field of performance management in the public sector? One key lesson to take on board is the need for organisational vigilance and awareness. An important sign of an organisation in trouble is where a divergence occurs between actual and perceived performance. Warning signs that organisations should be looking out for include a range of both ‘hard’ (quantifiable) and ‘soft’ (qualitative) indicators, the latter providing particularly important clues about the culture of the organisation and how well equipped it is (or not) to respond to the challenge of performance problems. Assuming an organisation is exercising vigilance and actively monitoring data about performance, what should be done if warning signs are picked up? The first and most important thing is to respond to the warning signs by analysing and interpreting them and acting appropriately. Despite the temptation to wait and see, failure to act at an early stage can exacerbate the problems and increase the likelihood of wider organisational or service failure. What sort of actions are required depends upon the nature and severity of the problems and the organisation’s ability to remedy them in order to halt the process of decline, for example, by revising strategic objectives or intervening to address financial concerns. “Turnarounds do not simply entail a quick, heroic rescue as some popular media may lead us to believe. Typically they involve a combination of strategies, often referred to as the 3R’s: replacement, retrenchment and renewal” Where serious decline continues, external intervention in the shape of a formal turnaround strategy may be required. Such turnarounds do not simply entail a quick, heroic rescue as some popular media may lead us to believe. Typically they involve a combination of strategies, often referred to as the 3 R’s: replacement, retrenchment and renewal. Replacement strategies, as the term suggests, are concerned with ensuring the right people are in the right roles and involve bringing in new managers with the necessary skills, knowledge and experience to lead the turnaround process. Retrenchment focuses on short-term actions to stabilise processes and systems, whilst renewal activities are concerned with longer-term goals aimed at redefining strategic vision, culture and purpose and moving back towards successful performance in the future. So whilst a new Chief Executive or board may be a necessary part of the turnaround process, on its own it is unlikely to be sufficient. Replacement is often the most visible part of turnaround and serves an important functional and political purpose, sending key messages about responsibility for past failure, the need for change and expectations for improved performance in the future. However, it has to be underpinned by medium to longer-term activities concerned with stabilising and rebuilding organisational performance. This brings us back to organisations such as Northern Rock that are currently in the media spotlight. Northern Rock clearly needs a turnaround strategy, but there are unlikely to be any quick fixes. Once a new ownership and leadership structure is in place, effective turnaround will involve putting into place a series of short, medium and longer terms plans to address operational and strategic problems and build an organisation that is fit for the future. Developing a supporting infrastructure Julian Bond explains how implementing a long-term vision for integration can help ensure that patients no longer experience a disjointed response to their health needs. (PCT), Community Health & Social Care Directorate (CHSCD) and frontline workers held a common vision of integration and that all were committed to making this work. Some concern was expressed from frontline staff, however, that whilst the PCT and CHSCD had a vision for integrated teams, the working through of that reality had been left to the pilot. They needed to forge their own understanding of integrated care and resolve contentious issues arising from it. This suggested that more effective communication from management of what constituted the short, medium and long term vision for integration may have helped to resolve problems more rapidly by setting clear boundaries about what could be expected. JULIAN BOND SENIOR FELLOW IN HEALTHCARE AND PUBLIC SECTOR MANAGEMENT The Government’s 2006 White paper Our Health, Our Care, Our Say made clear that developing improved mechanisms for joined up work between health and social care was an important objective of the Department of Health. In January 2007, we were subsequently asked by Salford City Council and Salford PCT to undertake a two stage piece of research with a pilot Integrated Health and Social Care team designed to improve the fit of services with users. Our initial research indicated that substantial progress had been made towards delivering a more holistic approach to health and social care for service users. The pilot integrated care team had worked hard to ensure that integration was embedded in their practice and a strong commitment to joint working was evident. The co-location and proximity of health and social care staff was central to the development and deepening of informal and formal learning and networking across the professions. A key outcome was an increase in knowledge transfer between nursing and social work staff and improvements in interventions. There was some friction over the demarcation of professional boundaries and the question of appropriate activity for different member of staff relating to inter-professional working, but staff had worked hard to resolve these issues within the team. Evidence suggested that the Primary Care Trust The principal barriers faced by the Salford pilot to better joint working were reported as mainly practical constraints. Speed of implementation created difficulties linked to accommodation, IT infrastructure and training. The majority of the IT and infrastructure issues were resolved within a short period of time. In addition, the training received by staff was felt to have not met their needs. It lacked focus on developing a team ethos, setting out new expectations and ways of working, and how problems relating to integration and cross professional working might be addressed. The timing of the training was also unsatisfactory, taking place during the most intense period of organisational change as the new team was launched. Similarly, there was a lack of follow up ‘whole team’ training and it was this experience that the second stage of the research sought to address. The approach comprised of three main strands: The first was to develop a cohort of staff, at team leader level, who would be leading the change across the City. It was envisaged that by developing a critical mass of people at that level they would keep up the impetus of integration whilst providing support for each other. The interventions were designed to • Give staff the opportunity to network and team build • Give the opportunity to share ideas and best practice in order to improve outcomes for patients and service users • Understand the issues around integration • Develop personal skills, knowledge and confidence around managing organisations The content of the workshops was a mixture of both theoretical and practical and comprised of: • Myers Briggs Type Indicator to help them understand both themselves and the people they were managing. Management and Leadership Programmes 2008 As you would expect from a world-class university, we pride ourselves on offering programmes which combine academic rigour with a high degree of relevance to the real-world challenges faced by public sector managers. We aim to support and contribute to the improvement of public services through capacity and capability building for individuals, teams, organizations and sectors. Developments in EU Health Policy and Cross-Border Care This is an informal and interactive workshop led by Dr Naomi Chambers, Head of Health Policy and Management at MBS. Alongside colleagues from EHMA, we’ll examine the implications of allowing patients to choose to receive their health care in other countries within the EU. We’ll help you to understand the impact of EU health policy on providers and commissioners in the UK NHS and to work through the opportunities for and threats posed by cross-border healthcare for both patients and NHS providers. You’ll also examine the potential for cross country collaboration. September 2008 For further information contact Maggie Toomey on 0161 275 6475 [email protected] Network for Secretaries to NHS boards • Understanding and creating organisational vision, exploring different models and concepts and translating that vision into team outcomes. • Understanding and managing effective and sustainable change through the application of different models on their real life work issues, exploring the thinking around organisational culture and how this can block change and learning about resistance and developing mechanisms to overcome it. • Working through the concepts of leadership and management, understanding the differences and similarities and knowing which to apply in any given situation. The second strand, which ran in parallel to the development, comprised of Action Learning Sets. These sets were organised to support teams who had become integrated and those preparing for it. They would give staff the opportunity to work through problems and issues they were facing, provide a forum to share success and experiences, continue to build relationships across health and social care and assist others on the same journey. I also offered a safe space for people to reflect and step out of chaos. The third strand, which is being systematically rolled out across the city on a team by team approach, comprises of four half day development session for the team just prior to their integration / co-location. These sessions are for the whole team, to aid the forming, norming and performing process which helps develop a team ethos to explore and understand the culture, values and attitudes of health and social care. Out of this, the best elements from both can merge to develop a unique, effective, integrated Salford culture. This popular network, facilitated by Dr Lawrence Benson,addresses some of the most topical and controversial issues and is a means of sharing knowledge in a mutually supportive environment. Boards of PCTs/NHS Trusts, Foundation Trusts and Strategic Health Authorities are responsible for setting the strategic direction of their organisation, for the way their business is organised and to ensure that financial targets are achieved. The Secretaries to the Board have the difficult task of keeping track of these responsibilities and this network provide the opportunity to share good practice and discuss challenges. Topics for this event include the reality of working with a Foundation Trust from the PCTs point of view and managing the separation of roles within PCTs. 21 May 2008 For further information contact Emma Farnworth 0161 275 2927 [email protected] Management Development Programme for Specialist Registrars Specialist registrars face a range of pressures in their final appointment before consultant status. They are required to develop expertise in clinical governance, risk management, and teamworking and to understand government policy, NHS organisational structures, decisionmaking processes and medico-legal issues. The programme runs for 5 days and reflects nationally recognised training needs at this level. Three key areas are covered – the external environment in which the consultant works and manages the service; the interactions and dynamics between the consultant and others in the organisations; and understanding and managing yourself. 30 June – 4 July 2008 For further information contact Emma Farnworth 0161 275 2927 [email protected] NHS Confederation Conference and Exhibition This year’s conference and exhibition is taking place at Manchester Central from 18 – 20 June and Manchester Business School will be there. Please come and see our health policy and management experts at stand C28 where we’ll be happy to discuss any of your current management and leadership challenges. The Programme for High Value Managers The programme for High Value Managers is the result of a pioneering project at Manchester Business School - to develop a programme for experienced managers who are looking for a practical and shorter alternative to an MBA. Developed after discussions with over 40 companies, it is a business school programme for managers who want the best of an MBA without the added pressure of assignments and assessed work. The programme is designed for high value managers who need to get to grips with the latest thinking on business and management in order to contribute as fully as they can in their present or prospective roles. It is ideal for experienced managers who have been identified in succession plans to move into key jobs and who need practical preparation for these roles. These may be managers who are about to lead project teams, functions or business units or who are being developed for senior general management positions. The programme is also valuable for managers who need to challenge their company-specific knowledge and maximise their potential by engaging with managers and management practice from a range of business sectors. You’ll gain a practical understanding of strategy, finance and marketing, improve your facilitation skills for leading and managing and leave with a greater awareness of your management style and effective behaviours. Week 1 15 – 19 September 2008 Week 2 3 – 7 November 2008 For further information contact Joanne Cherry 0161 275 6403 [email protected] Appreciative Inquiry for Change Leaders Appreciative Inquiry offers a credible approach to generating whole system change, engagement and sustainable growth for organisations. This innovative programme is led by Dr Ann Shacklady Smith. It offers change leaders the knowledge and practical skills to implement Appreciative Inquiry at a time when there is an increased emphasis in the public sector for engagement with the community, for outward looking organisational development, and for responsiveness to consumer choice. Stakeholder teams who are involved in a large scale project will benefit from attending this programme together. Autumn 2008 For further information contact Steph Mullen 0161 275 2910 [email protected] Tailored programmes The Centre also offers individually designed executive development programmes tailored to a client’s specific requirements. These can range from one day update courses to long-term strategic partnerships, delivered on the client’s own premises, at Manchester Business School or elsewhere. Excellence in teaching and resources, developing a true understanding of your needs, and a commitment to exceeding expectations are key to the success of our tailored programmes. Recently commissioned programmes include Leadership Development, Effective Commissioning, New Approaches to Managing Long-Term Condition and Board Development. For further information contact Steph Mullen 0161 275 2910 [email protected] We are constantly developing new programmes – check for details on our website http://www.mbs.ac.uk/executive
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