Levels of work in hospital redevelopment - From substandard to excellent performance

by John Watkinson, former MD of several UK Public Health Service hospitals that interviewed by Warren Kinston

 

 

 

John Watkinson has used the "Levels of Work" framework over many years as a successful CEO of three large hospitals in the UK’s National Health Service. 


In this video he explains his approach as "achievement via systematic management". Levels of work¹ this approach, with its primary value being role design, matching roles to personal capability, and effective accountability.

However, it is helpful to recognize the dynamic operation of accountability in order to drive what actually needs to happen within an organization² between L5 and L3.

He found it essential to apply the framework in conjunction with other methods and tools to get the best results.

In regard to purposes and values, the work-levels framework is primarily focused on operational outcomes and accountability. However, he believes that achievement over time requires attention to growth, culture and vision.³

In his experience, the development of management takes place in stages. On entering an organization, John experiences an initial need to be pragmatic prior to applying structural values. At this point work-levels are one crucial aspect that must be complemented by a focus on professional expertise and functional organization, as well as the design of teams and meetings.

Once the organization is well-structured and appropriately staffed, further strengthening of the management culture is necessary using dialectic, rationalist and other approaches.4

As well as levels-based capability assessments, John sees a need to identify distinctive decision-styles as part of the role-matching requirement.5

He also draws attention to an additional framework that identifies different ways that people interact socially. This framework is necessary to understand and manage tricky relationships, especially those dealing with power6

1. http://www.thee-online.com/mywebhelp/Content/9. Work-and-Responsibility/B. Organizational Work/2.1 Org Levels Overview.htm

2. http://www.thee-online.com/mywebhelp/Content/9. Work-and-Responsibility/B. Organizational Work/2.4.6 Review Full Picture.htm

3. Tables 28 & 34 in: http://www.thee-online.com/mywebhelp/Content/8. Purpose-and-Value/0. Intro/1.1 Download Here.htm

4. http://www.thee-online.com/mywebhelp/Content/6. Deciding-and-Achieving/D Management Culture/4.0.2 The Spiral Trajectory.htm

5. http://www.thee-online.com/mywebhelp/Content/6. Deciding-and-Achieving/A Get Oriented/0.1 Foundation Framework.htm

6. http://www.thee-online.com/mywebhelp/Content/4. Interacting-for-Benefit/b. Approaches to Interaction/2.0 Overview of the 7 Mentalities.htm
 

Major organizations and consulting firms that provide Requisite Organization-based services

A global association of academics, managers, and consultants that focuses on spreading RO implementation practices and encouraging their use
Dr. Gerry Kraines, the firms principal, combines Harry Levinson's leadership frameworks with Elliott Jaques's Requisite Organization. He worked closely with Jaques over many years, has trained more managers in these methods than anyone else in the field, and has developed a comprehensive RO-based software for client firms.
Founded as an assessment consultancy using Jaques's CIP methods, the US-based firm expanded to talent pool design and management, and managerial leadership practice-based work processes
requisite_coaching
Former RO-experienced CEO, Ron Harding, provides coaching to CEOs of start-ups and small and medium-size companies that are exploring their own use of RO concepts.  His role is limited, temporary and coordinated with the RO-based consultant working with the organization
Ron Capelle is unique in his multiple professional certifications, his implementation of RO concepts through well designed organization development methods, and his research documenting the effectiveness of his firm's interventions
A Toronto requisite organization-based consultancy with a wide range of executive coaching, training, organization design and development services.
A Sweden-based consultancy, Enhancer practices time-span based analysis, executive assessment, and provides due diligence diagnosis to investors on acquisitions.
Founded by Gillian Stamp, one of Jaques's colleagues at Brunel, the firm modified Jaques;s work-levels, developed the Career Path Appreciation method, and has grown to several hundred certified assessors in aligned consulting firms world-wide recently expanding to include organization design
Requisite Organization International Institute distributes Elliott Jaques's books, papers, and videos and provides RO-based training to client organizations