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I’ve recently joined Impower, which helps public service leaders produce lasting, positive change in complex systems, focusing on outcomes, strengths-based approaches and working across organisational and system boundaries.  I’m also a Human Learning Systems partner and NHS Assembly member. I’m a trustee of Alternative Futures Group.

A new health and care system: escaping the invisible asylum is published by Policy Press and was launched at Nesta in London with Sir Simon Stevens (video), Chief Executive of NHS England, who said, “This is a profound and timely call for a different relationship between people and the services and institutions of the welfare state. It’s a radical and necessary call to arms for a more human, personal and connected society”. Get a paperback or Kindle copy here.

My report for Royal Society of Arts and National Council of Voluntary Organisations, on creating asset-based charities, is Meeting as Equals (RSA & NCVO, 2021). My report on Ten Actions for an Asset Based Area is published by Social Care Institute for Excellence and Think Local Act Personal.

Shared Lives and Homeshare continue to grow and change lives, with support from Shared Lives Plus which I led for many years. A film about Shared Lives is here and Homeshare here. I led the radical system change organisation, Mayday Trust for two years, leading the charity into a successful merger with its longstanding partner organisation, Platfform.

Square pegs and round holes

“There’s not always a lot of aspiration for children and young people with additional needs. The education system’s assumptions about my son were all about what he couldn’t do, not what he could. That lack of aspiration impacts on families’ aspirations too, so we need to change the language at an early point.”

This quote comes from one of the participants in our recent roundtable on turning strengths-based aspirations into good lives with young people and adults who draw on social care. A practitioner put the challenge like this:

“There are thousands of pieces of paper for an individual, but the changes are not always happening. We have the evidence and know what good preparation for adulthood looks like, but we need to be able to keep it simple and make it happen.”

Bridging the gap between individual practice and system-wide change is at the heart of the challenge, particularly amidst increasing demand and costs, and shrinking resources and workforces. The approach we are codesigning with Lincolnshire council starts with a deep dive with practitioners to build a whole-person and whole-household picture of people’s strengths, needs and goals, and how their current support package from services, or from family carers, matches what they want and need. At individual level, this prompts reflective practice about what is or should be possible. The aim is to do this with enough consistency to be able to aggregate the information gathered up to the level of a whole group, or even everyone drawing on support in the area. That enables commissioners to have conversations at scale with existing or prospective providers, and to look for where investment is needed in communities, the voluntary sector or the inclusivity of universal services like leisure services for instance. It also enables them to model where scarce resources can be shifted – from sectors which are over-used and under-achieving, to those which are the best fit for the changing aspirations of local people.

Participants stressed the importance of a ‘rights-based’ approach to understanding individuals’ needs and desires. There was scepticism about the unclear and overuse of terms like ‘strengths-based’, and the tendency of new jargon and new bureaucracies to spring up. The impact of that cannot be underestimated:

“Families will try to use your language and their children will too, because we are trying to fit into your system. We will only ask for what we think is available, so enabling families to ask for what they need is complicated, because we don’t know what’s possible.” (Family member participant).

Adult social care practice frameworks tell us to do roughly the same thing, but there is a gap when it comes to how to do it. Rights and outcomes-based practice breaks down when what’s needed simply isn’t there: “we put a round peg in a square hole, even though we know it’s wrong, because we’re doing the best we can with what’s available to us.” So we need to be able to move from great individual conversation to strategic conversations which have a real impact on what places can offer. We discussed, however, how introducing approaches which try to capture information systematically risks systematising people. The event’s chair, Martin Samuels, Lincolnshire’s Executive Director of Adult Care and Community Wellbeing, described how our systems like stasis, but the most important moments in our lives – for better or worse – are often moments of change. That change in our lives is often gradual, and can be messy, whereas changes which are made for us by systems are often sudden, and all or nothing.

We are not underestimating the challenge of trying to bridge between those two worlds, but one thing that we all agreed on is that change is needed. Despite so many people who use and who offer support pouring their hearts into achieving the best possible outcomes, our current systems are not yet consistently creating what Tricia Nicoll (consultant and a convenor of Social Care Future with experience of both drawing on and shaping social care) describes as ‘Gloriously Ordinary Lives’.

If you are in an area which might be interested in co-producing our new Valuing Good Lives approach as part of a small group of pioneering councils, please get in touch.

Should we specialise or generalise?

I’m currently immersed in coproducing and refining an approach to supporting councils and their partners to build more rounded pictures of individuals, particularly for those people where a system has become focused on one particular risk or need, at the expense of supporting that individual to progress and grow in the areas of life which are most important to them. The approach aims to be unique to each individual, but to create enough consistency to aggregate up from those individual pictures, to understand where the gaps and challenges are in services for the whole population, so that commissioners can have the strategic conversations they need with their budget holders and with providers, if they are to shape a marketplace of providers that can offer people choices which match what they really want.

I think about the challenge of doing this as the paradox of scale in support services: what ‘good’ looks like is always small and personal, but the decisions which impact on individuals’ and families’ lives are always taken at a large scale, where that individuality can get lost.

A question that arises from this work is whether we want services which try to keep a focus on individuals through specialising, or if it’s better to have general services and to make them universally accessible.

We often start by creating services intended for everyone, but then find that they don’t work for everyone. They may exclude or poorly serve those with specific needs or barriers to accessing them. So we develop specialist services, for example, to support people with learning disabilities or those living with dementia. Those specialist services can proliferate, and the divisions between specialisms grow. Then we look around at the labyrinthine service structures we’ve created and think, surely we can simplify this?

People who fall into more than one ‘specialism’ get passed from pillar to post, constantly retelling the same story but always hearing that their needs don’t quite fit each service’s offer. People with substance misuse and mental health problems are told they need to address their substance misuse before they can get mental health support, and vice versa. Groups of people regarded as ‘challenging’ are often excluded from mainstream services. For example, people who become homeless may not be considered for adult social care, or are excluded from basic services like dentistry and primary care, which should be a right for us all. Accessing specialist services becomes harder as demand grows and budgets shrink.

Leaving those services also becomes a risky cliff edge, which incentivises people and their specialist services to stay locked together for long periods, although most services are set up with progression out of them as a key goal. In my book, I called that trap ‘the invisible asylum’ . I felt that it was an effect that had become pervasive in our over-stretched public services, trapping citizens and workers alike and stopping us all from achieving shared goals. The alternative is moving back towards generalist, place-based services and realising again that they don’t work.

So how do we stop penduluming between specialising and generalising?

Social Care Future, a grassroots movement of people using, affected by and working in public services, has argued persuasively that despite each pursuing it in our own unique way, we all seek broadly the same ‘Good Life’: a sense of home, belonging and community. We all want inclusive services and to be seen as humans, not cases, and people who work in and lead public services want to tailor services to individuals’ particular needs, goals and strengths.

Services certainly need specialist knowledge and skills within their teams, but that can be a resource the whole team can draw on, rather than reserving those specialists exclusively for people who slip into unfixable crises on long waiting lists. Research shows that the quality of the client/worker relationship is more important than the specific model used. Support approaches which value consistency of relationship, rather than specialism-fit, benefit from fewer referrals, endings and hand-offs – all of which are resource-intensive and result in worse outcomes.

It is not possible to offer a deep relationship to everyone, but the longer and more complex someone’s support journey is likely to be, the greater the rewards of building those relationships. People with the most labels of need, complexity or diagnoses, are ironically those for whom the single most effective response may not be a new specialist service, but to build a relationship with someone who has the time and skills to see beyond those labels, to rediscover the human being drowning beneath them.

Helicopter pilots and deep sea divers

A version of this blog first appeared on IMPOWER’s website here.

A question I was asked by a mentor when I was an ambitious young manager who had just joined the wider senior team in a national charity: “what needs to change about the NHS?”I fumbled around for an answer, guessing “we need to reduce NHS waiting times” or “we need to get better at prevention”. He had deliberately chosen a huge, swirling question to which there are hundred plausible answers, as well as a thousand wrong ones, to see how far I was willing to lift my head out of the detail. I can’t remember his answer, only that it broadly focused on building an NHS that can help us stay well, get better quickly when that’s possible, and live well for longer when we can’t be cured.

I could instantly see that he was comfortable staying very high level, and I gathered that if I wanted to move into senior roles, I would need to build the confidence to think much more broadly. But I continue to wonder: how useful is an answer of that kind to the huge questions we are faced with about our public services?

To some extent, his point was that you can’t say anything too specific in response to such a huge question. An operational answer to a strategic question always misses the point. Wherever your focus lands, you will lose sight of too much of the rest of the landscape.

In the decades since, I’ve mentored aspiring leaders myself and I’ve seen that a key step in that journey is being willing and able to shift your mindset from the detail into the broader picture. That strategic mindset is often described as a ‘helicopter view’. It requires letting go of enough detail in order to see the shape of the whole, rather than focusing on an individual or group. We celebrate and reward that mindset, but it also involves some trade-offs. A leader who is purely ‘strategic’ can refuse to leave their helicopter and come down to join the rest of us. Inequalities in services can be difficult to spot from a great height, and those leaders can have more knowledge than they have impact.

The leaders in public services whom I most admire have had vision, but have also had the willingness, and the emotional and social abilities, to dive into the work, experiences and relationships within their organisations – even if those organisations are very large. They recognise the value of those individuals, and also the value of those individual experiences to themselves as leaders. This is more possible in flat structures and self-organising teams, where the range of people who are responsible for strategy, operational success and culture is more evenly distributed. That way, more of the team is challenged to look up and out, as well to look down and in. It avoids asking one person or a small senior team to be the only ones who carry the whole picture, and it also avoids undervaluing the contribution to leadership that people who are doing the core can bring. These flat structures also make co-production with citizens who use services more achievable, which is the key to addressing the inequalities point above.

When I apply that kind of mindset to the question I was asked many years ago, “what needs to change about public services?”, I come back to an answer I’m not sure whether my mentor would have approved of or not: “we need a new kind of relationship to be possible and expected whenever someone who is looking for help encounters someone who wants to help them.” I believe our biggest public service challenge, more than funding or demographics or recruitment and retention, is that citizens need deeper, longer relationships with the professionals who support them. Professionals who can get to know them, work alongside them and those who care for them, and empower them in ways that are impossible within the brief, professional/client transactions which services typically offer.

Is that a strategic answer? It’s very small and personal, and all about the front line. But achieving it would require a whole new set of systems, incentives, skillsets and behaviours across every public service. It’s not something which any one leader can control or deliver, but it is something that we can all try to influence. That makes it the kind of change envisioned by IMPOWER’s ‘Edgework’ approach, which supports leaders to define their ambition for the system that can be influenced, not just the system they can control. The results of that unusual combination reinforce my feeling that it’s exactly that combination which we need, if we are going to have sustainable public services that work for us all, when we most need them to.

Join our Strengths-Based Directory & launch event

At the New System Alliance, we’ve launched a new directory for organisations that are going against the grain, putting relationships first, creating space for people who often go unheard and tackling problems with new thinking.

The Strengths-Based Directory aims to inspire, connect and inform organisations and their commissioners – ultimately making strengths-based working the norm, rather than the exception. 

Organisations don’t always match their claims to be people-shaped with the values and behaviours that would make those claims true. Many don’t fully understand the ideas they lay claim to. Being strengths-based also means co-producing your work with people so that they decide what their strengths are and what’s important to them, not the organisation. It means engaging with people within their social context, their close relationships and their experiences of inequalities. It means enabling people to define themselves, and recognising that it may be the services around someone which need to change, rather than the individual.  Please support this initiative:

👊Add your work and help the movement grow: https://newsystemalliance.org/strength-based-working-directory/

👊Join us for Team up for Good, a free online event taking place on Tuesday the 28th of November, 11-12.30pm. This is an event entirely focused on strengths-based work, being inspired, connecting with others and learning. We want to celebrate the good stuff, explore what’s tough and see what’s possible for the future: https://www.eventbrite.co.uk/e/team-up-for-good-a-celebration-of-strengths-based-work-tickets-754634812037?aff=oddtdtcreator

👊Read more about the thinking behind the Strengths-based Directory in my latest blog ‘Strengths-based, so what?’  https://newsystemalliance.org/2023/11/08/strengths-based-so-what/

Towards healthier public service systems

For many of us, public service systems still work well, most of the time. But good and poor support are not evenly or randomly distributed. Our public services reflect, and sometimes magnify, the inequalities in wider society. People who need or are impacted by multiple services are often seen as having multiple problems or disadvantages, but they might equally be people who experience multiple service inequalities, dysfunctions and gaps. What’s needed is not necessarily another specialist intervention to add to the complexity. It can instead be attention being paid to system health: how different parts of a system talk to, think about and work with each other, and how they can form healthier relationships with the people with whom they have the most strained relationships.

System Conveners are an emerging group of changemakers whose roles bring people together across sector, organisational and community boundaries, enabling people to share learning across those boundaries and to create positive change in how systems like public services operate, particularly for those groups least well served at present. Rather than concentrating on individual services or organisations, the focus is on building connections across different parts of the system, from leaders to people who access – and who are unable to access – those systems. The Human Learning Systems ‘System Steward‘ role, creating multi-agency learning cycles which drive innovation, is a example of this approach. The potential gains are huge: for people, a service system that works with, rather than round or even against them. For services and their commissioners, a dramatic reduction in low or no-outcome interactions and the associated time and cost savings.

The New System Alliance, working with Hackney Borough Council and NHS England/the Health Foundation’s Q Community, surveyed people to find out if the Systems Conveners we are aware of are part of an emerging field. We had over 80 responses, the overwhelming majority identifying themselves as Systems Conveners in some way. Our new report shares what they told us about how to approach this emerging role. If you have a system convening role, or are interested in this work, join us on the 31st of October from 11am to 12.30pm for an online get-together where we will be continuing the conversation – exploring what was shared in the #SystemConvening survey and where we go next https://lnkd.in/eSpsSjQV. We are also advertising two Systems Convenor roles: in Haringey, as part of the NHS Integrated Care Board’s health inclusion programme, and in the City of London, working alongside peer-led organisation Groundswell to reimagine coproduction with people using homelessness services.

The report covers what System Convenors have shared about what helps and hinders their work across four themes:

  • Bringing people together to create change they can’t achieve alone: how to invite, gather and sustain effective cross-sector groups
  • Coordination, resourcing and governance: what is needed from funders, sponsors and leaders and how to support performance
  • Practice and skills: the core values, skills and behaviours of System Convenors
  • Learning, communicating and influencing: how to demonstrate and spread impact, and engage a wider audience

Trauma-informed system change

The three founding New System Alliance partners got together to share learning about creating place-based change. We generated ideas around these three themes:

  • Recognising that trauma-informed practice is not just about the traumas which affect individuals or families, but recognises the traumas inflicted up on whole communities, often across generations
  • Generating learning is a core function of any organisation or place which is seriously engaged with systems-change
  • The transfer of power is central to any system change.

Platfform’s roots are in mental health support work, but it now sees community development work as being equally important to creating mental health. As well as considering Adverse Childhood Experiences (ACEs) as sources of trauma, Platfform recognises that it will often work with communities experiencing Adverse Community Experiences. These could be large single events like the loss of an industry like mining on which a whole community was reliant, or a series of events, such the grinding impact of racism on a black community. Some communities experience both, such as the Grenfell disaster which was the culmination of decades of exclusion and neglect of a diverse community. These Adverse Community Experiences in turn impact upon the capacity of individuals and families to respond to more personal adversity. So all genuinely trauma-informed mental health work must see people through an inequalities lens or risk ignoring not only the reality of their trauma, but also the potential for organisations to participate in inequalities which form an ongoing source of that trauma.

Homeless Network Scotland is working with Aberdeen Foyer on the question, How do we improve outcomes for young people in the Northfield community of Aberdeen? This project, part of Homeless Network Scotland’s No Wrong Door approach to building more responsive and seamless services with people and communities who experience siloed and fractured services, brings together services, a school and young people to generate learning and new forums for identifying change.

Like Mayday Trust, both organisations see this work as generating learning which can be fed back into creating system change elsewhere. The learning always touches on where power lies and how decision-making can be shifted to the people and communities who are impacted by services and systems which are still designed with too little input from them. Mayday’s new place-based approach to coproducing healthier service systems is based on practical approaches to equipping the most excluded people with the power and resources to try something different to the traditional offers which haven’t worked for them.

Thanks to Platfform and Homeless Network Scotland for sharing their wisdom. Full story here: https://newsystemalliance.org/2023/09/05/place-based-working-a-trauma-informed-approach/

Be the Change social impact bond

The National Lottery Community Fund Commissioning Better Outcomes CBO programme supports social impact bonds (SIBs) and other outcome-based commissioning models. This funded Mayday Trust’s initiative, “Be The Change,” in partnership with Bridges Fund management and commissioned by Northants County Council to make a real difference in the lives of young adults facing homelessness and joblessness.  We worked with young people aged 18 to 30 without education, training, or jobs, and who are homeless, offering them coaching, creating opportunities, and building positive networks. Some had needs deemed too high/complex to manage within a supported housing scheme such as substance misuse or significant mental health issues.

It was one of the first programmes evaluating the PTS Response where coaches and individuals form a support relationship which is shaped and led by the individual, enabling them to identify their strengths and build on their potential, including through community development work and access to personal budgets. People often say their coach is ‘the first person who has really listened to me in years’.

The strengths-based and person-led approach worked – Mayday over achieved on nearly every measure as the table below summarises.  It exceeded its median targets for successful starts, and for both entry to and sustainment of accommodation, and nearly hit a high target of 105 entry to accommodation outcomes, achieving 103. It narrowly missed its education and employment targets but exceeded its ‘outcomes cap’ – the maximum number of outcomes by value that could be claimed under the contract. So it generated the maximum value of outcome payments that it was possible to achieve across the local commissioner and CBO, but did not stop achieving positive outcomes and achieved an extra £57k beyond the total outcomes cap of £474k.

There were challenges though, particularly in changes in commissioning bodies which limited the potential for continuing or scaling successful work. The evaluators feel that the SIB approach was only partly responsible for the success, with a lot being attributed to the drive and vision of my predecessor, Pat McArdle. Although achievement of education/employment goals was good, it could still have been stronger and the evaluators feel that other project approaches suggested that intensive, targeted support from education, employment and training specialists would have helped. (I’m aware that Kirklees Better Outcomes Partnership (KBOP), who drew heavily on the Mayday approach in developing their highly successful support partnership, combine strengths-based working with access to values-aligned support in linking people up with employment opportunities to great effect.) Depressingly, some employers tended to dismiss agency employees before they hit a 13 week employment target, to prevent them gaining employment rights, which undermined some of this work.

So the upshot is that this was a successful programme which demonstrates the potential of strengths-based and person-led coaching to achieve better results, but there is also a sense of frustration in the learning: while our public services are organised through a commissioning system based on short termism and competition, with little capacity for commissioning bodies to build corporate memory, learning and deeper partnerships, great work will remain fragile and undervalued. This reflects our learning and is why we are working with partners like Human Learning Systems and Collaborate CIC to build strengths-based commissioning (see a recent video about our partnership’s work on alliance commissioning Devon) and ultimately strengths-based areas.

Open people in closed systems

Assessments exist to pin us down. They say: you are this. But we are all ever changing.

For our New System Alliance blog series, I shared some thoughts on closed systems, open people & the observer effect in public services: why assessments need to be able to see the organisation’s impact, not just the individual’s presenting needs, if they are to avoid further entrenching the inequalities some people face whenever they access public services: https://newsystemalliance.org/2023/07/13/becoming-open-systems/

Open people, closed systems

How many care assessments are able to say, “Sometimes this person is one thing, and sometimes another”? And to do that as a route to support, rather than to deny a person is eligible for support? 

Assessments treat people as fixed, but we are not. Not only do we change over time, but we change depending on the context we are in. We all have different sides and different moods. I’m a different person when I’m at work, or with my kids, or at a party. If you met me at a point when I was feeling scared or angry I would probably come across differently to how I would if you met me when I had just been made to laugh.

Collectively, those different aspects of ourselves make up who we are. So what happens when an assessment tries to fix us into one identity, seen through one particular lens? I got thinking about that question at an event on complexity and being human in public services, which I explored for the New Systems Alliance, here: https://newsystemalliance.org/2023/07/13/becoming-open-systems/