Group 1

1. Have a positive bias
2. Know your enablers - use current enablers and find new ones
3. Make the change aligned and coherent
4. Know the boundaries
5. Make the change irreversible

Group 2

1. Know where you want to be
2. Engage people and follow their energy
3. Flexibility and agility built-in
4. Make the change immutable and irreversible
5. Use clear, repeatable, consistent methods

Group 3

1. Start with the end in mind
2. Don’t be constrained by ‘now’
3. Encourage, coach, engage and skill up!
4. Organise for Large Scale Change
5. Go with the energy

Group 4

1. Tell compelling story in order to inspire change
2. Empower creativity
3. Pull through innovation
4. Application supported by evidence
5. Ensure sustainability

Group 5

1. Ensure you think about connecting on as many levels as possible - make the vision compelling
2. No permission needed - move on or move out!
3. Embrace risk
4. Patients at the heart of it (appropriately)
5. Learn from lessons

Group 6

1. Introduce tensions to achieve movement
2. Recognition that systems are dynamic environments
3. Frame the change for the target audiences
4. Ensure benefits are recognisable
5. Any design rule is, by definition, inherently flawed.

Patterns in these pre-synthesis design rules:

• Knowing absolute boundaries and allowing variation (in both process and outcome)
• Deliver focus and benefits in your outcomes.
• Framing the way we make the case for change; frame the purpose, frame the outcome, frame the connection with values. Of course, your framing is dependant on the audience segmentation.
• Have a memory - remember what works, and what doesn’t work! Use the evidence and experience available to you.
• Generate and align the energy with the purpose; where are the innovators and activists??
• Create a compelling, inspiring, shared and compelling vision which creates your energy.
• Manage your risk, constraints, enablers and permissions; but allow risks.
• ‘How’ of the change = as local as possible; ‘What’ of the change = top down driven.
• Work with your own model of Large Scale Change - paradoxical model.
  • Navigate the change (navigate by compass, not the map!)
  • Create measures in order to make change more achievable.
• Keep people at the centre of your strategies.

Tags: aspirations, design rules, design rules event, generating ideas, objectives