Post by John Uliano on Apr 14, 2021 10:29:37 GMT
- Choose one leader you know, have worked for, or have simply followed via press, books, podcasts, etc.
I was part of a team that was rolling out a new service model to incarcerated individuals on Rikers Island in New York. My agency at the time had never provided programming in the NYC jails. As we implemented our services, our Director had to be flexible as we navigated a jail-based setting, which posed unexpected challenges. The environment, both the actual jail where we provided services and the metaphorical environment, one of launching a new program for the agency with a new funder, was highly sensitive. It was important for our team to remain cohesive in light of the high-profile nature of our implementation, and our Director supported that by consistently communicating with our team as we began on our program and as we had to retool our approach on any given day. She held daily team meetings at the start of our contract to ensure that our team understood its purpose and to clarify the reason for any needed changes. I think that transparency as we were innovating was vital to the program’s success in the early days of the contract.
- What is one way trait or behavior that they practice that encourages innovation in their team?
During those daily team meetings, our Director wanted to know what was working well and more importantly what wasn’t, so that we could correct our course. She was willing to hearing feedback from everyone on the team, regardless of title or function and open to collaboration, which I think helps instill an innovative culture within a team.
- What is one thing that you took away from their work that you are striving to implement today in your work?
As noted, we had to be open to making rapid changes to our program model so that it would be effective in a new environment. Similar to PDSA, we had to implement a small change in our approach to make things work better and assess it effectiveness. I am challenged with change, especially rapid ones, and get stuck in wanting to think things through (often to my detriment) before acting. It is something that I am continually trying to work on especially as it relates to innovation because I do feel that I have good ideas for change but have trouble carrying them out. I think the PDSA model will be a helpful tool for me in working past my resistance to change.
I was part of a team that was rolling out a new service model to incarcerated individuals on Rikers Island in New York. My agency at the time had never provided programming in the NYC jails. As we implemented our services, our Director had to be flexible as we navigated a jail-based setting, which posed unexpected challenges. The environment, both the actual jail where we provided services and the metaphorical environment, one of launching a new program for the agency with a new funder, was highly sensitive. It was important for our team to remain cohesive in light of the high-profile nature of our implementation, and our Director supported that by consistently communicating with our team as we began on our program and as we had to retool our approach on any given day. She held daily team meetings at the start of our contract to ensure that our team understood its purpose and to clarify the reason for any needed changes. I think that transparency as we were innovating was vital to the program’s success in the early days of the contract.
- What is one way trait or behavior that they practice that encourages innovation in their team?
During those daily team meetings, our Director wanted to know what was working well and more importantly what wasn’t, so that we could correct our course. She was willing to hearing feedback from everyone on the team, regardless of title or function and open to collaboration, which I think helps instill an innovative culture within a team.
- What is one thing that you took away from their work that you are striving to implement today in your work?
As noted, we had to be open to making rapid changes to our program model so that it would be effective in a new environment. Similar to PDSA, we had to implement a small change in our approach to make things work better and assess it effectiveness. I am challenged with change, especially rapid ones, and get stuck in wanting to think things through (often to my detriment) before acting. It is something that I am continually trying to work on especially as it relates to innovation because I do feel that I have good ideas for change but have trouble carrying them out. I think the PDSA model will be a helpful tool for me in working past my resistance to change.
