ILM Level 4 Unit 427 Developing a Culture To Support Innovation And Improvement Assignment Example

Purpose:

This unit aims to develop knowledge and understanding of culture to support innovation and improvement as required by a practicing or potential first-line manager.

Task:

The task within this unit requires you to answer questions and relate these to your own organizational practice.

Note:

This unit is recommended for 12 guided learning hours. There is no word count stipulated for this unit however you need to ensure your answers are in sufficient depth to cover the learning outcomes required. Within the unit there is also indicative content which you may wish to consider.

This will also reference through the Standards and Behaviours. You can use varying methods to enable you to complete these questions. All can be completed using either written, typed or audio answers to demonstrate your knowledge and understanding of how you support your service users within your setting. Discuss with your assessor and decide your preferred method.

This unit has 6 learning outcomes

1. Understand an organisation’s culture
2. Understand the importance of values in underpinning the culture for innovation and improvement
3. Understand the roles of different functions in supporting innovation and change
4. Know how to develop a culture that supports the growth and implementation of ideas
5. Understand the importance of risk management in creating a culture that supports creativity and innovation
6. Understand the important role of communication during the innovation process

Important words to Remember (these will appear in BOLD throughout the questions):

• Describe – To give an account in speech or writing
• Explain – To make plain or comprehensible
• List – A series of words
• Identify – To establish, determine or ascertain
• Outline – Summary of a text or dialogue
• Analyse – To examine carefully & in detail
• Define – To state the meaning of (a word, phrase)

Understand an organisation’s culture

1.1 Describe the underlying culture within the organisation include ethical behaviour for 1.3

• Explain their own practice
• Private/NHS/Corporate
• Explain own role within culture
• What is culture within a business
• Practice values/Mission statement
• Link this or practice policies that maintain that culture
• Staffing model – who is responsible for each element within the culture(334)
• Link to GDC standards for beliefs, cultures and link to CQC
• Equality and Diversity – 9 protected characteristics
• How has the culture been identified? Appraisals, feedback, meetings, etc
• Link with unit 418 product evidence
• Link with marketing and patient information within the practice

Evaluate the cultural and ethical behaviour present in the organisation (418)

Evaluate own cultural and ethical behaviour in relation to the organisation (418)

Propose how to uphold the ethical standards across the organisation (418)

1.2 Explain how this influences the management style and team structure

• Explain how the team structure impacts on the culture
• Explain own management style – link to specific (To carry out leadership and management style questionnaire online.
• Research the 4 management styles
• How management style have been put into action in the practice and give examples
• Product evidence: Team meetings, appraisals, witness testimonies, feedback from staff

1.3 Explain own responsibility in promoting the organisation’s vision and helping to shape the culture

• What’s the future vision for the business
• What’s your responsibility in that vision and how are you helping to shape it?
• Reflective account for future plans and visions for shaping culture
• Provide a business plan for 1, 2 and 5 years (Upload business plan and talk about that within the question)

Understand the importance of values in underpinning the culture for innovation and improvement

2.1 Explain how your own values and beliefs affect how you deal with change and innovation

• What is innovation
• Complete a reflective account on how you feel about change within the organisation
• Written account of what needs improving? Identify 2 areas of improvement you are going to complete and execute in practice
• What policies/procedures do you feel need changing?
• Equality and diversity within the practice and how it’s implemented

2.2 Explain own responsibility to manage your personal behaviour, actions and words to reinforce an innovation and change culture

• Outcome of improvements that needed to be made
• Reflection of personal behaviour in terms of management
• Personal behaviour when dealing with issues in practice – link with GDC standards
• Consider practice culture as part of recruitment- link with recruitment unit through performance evidence for job specification
• Conduct a follow up team meeting to reinforce any changes made

2.3 Explain the importance of being aware of other’s needs, feelings and motivations to minimise the resistance to change and innovation

• Include examples of interviews or PDP’s to evidence awareness of others needs and feelings
• Reflective account on the meetings held in order to show how you overcome resistance to change
• Link in the performance evidence from unit 418 to show support of someone’s feelings

Understand the roles of different functions in supporting innovation and change

3.1 Identify possible tasks of the innovator during the innovation process

• Outline what you did in the 2 improvement tasks

3.2 Explain the role of managers during the innovation process

• Overview of the managers role in terms of leading innovation and change
• What did you do? (personalised account)
• If unable to lead change within the practice then can include a reflective account to meet the criteria

3.3 Explain the role of senior members of the organisation in defining the strategy for innovation and encouraging potential innovation activity

• What is the role of senior managers if applicable in organisation when encouraging innovation
• How will you sell strategy to the senior members if needed?

Know how to develop a culture that supports the growth and implementation of ideas

4.1 Describe how to encourage individuals to think innovatively and contribute ideas in the work place

• Holding team meetings and appraisals to encourage people to share ideas and opinions and record the effectiveness of this and give examples of how this has worked – submit performance evidence of appraisal form or meeting minutes, (Cross reference 334)

4.2 Explain the importance of giving constructive feedback to innovators in order to sustain their energy and input

• (Should be covered in 4.1 if answered fully and examples given)
• If not: Why is feedback important, how would you provide it and give examples of providing feedback

4.3 Explain how to provide the support and guidance needed to implement ideas

• Should be covered in 4.1 under the appraisal in terms of supporting people with their goals.
• Reflective account on what support and guidance has been given and how it has helped the employee

Understand the importance of risk management in creating a culture that supports creativity and innovation

5.1 Describe how to recognise and manage risk in innovation

Identify possible risks

Risk assessments (financial or health and safety)

5.2 Explain how to develop the organisational culture so that people are risk aware but prepared to take acceptable risks in undertaking activities

Staff meeting to explain changes

• Identify individual risk and training needs. Team support to enable them to continue role
• How would this be communicated to staff?
• Product evidence from a team meeting

5.3 Explain the importance of communicating information on identified risks to relevant people across the organisation

How would you escalate risks to senior stakeholders and why?

5.4 Explain the need to comply with legal requirements, industry regulations, organisational policies and professional codes when dealing with innovation activity

From the identified changes and risk assessments, what regulations would need to be researched and followed?

• Provide examples of procedures already in place for contingency plans

Understand the important role of communication during the innovation process

6.1 Explain the importance of establishing and communicating a clear and well understood vision of the future for your team and/or area of responsibility resulting from an innovation activity

-Explain different ways of communicating the vision plan

-All team members (Dentist, receptionists, nurses) To participate in team meeting Evidence a team meeting and upload evidence – Relating to the business plan (12 Month)

-What the practice wants to achieve every quarter

-Feedback from participants

Explain the purpose of an elevator pitch to secure sponsorship for innovation ideas

• Having the relevant documents, numbers, selling ,marketing (Link with Marketing)
• – Sponserships – Stakeholders, NHS contracts – UDA’s, FD’s.
• – Practice sponsoring – Oral health, promotion.
• – Pitch of recruitment to senior management
• – Sponsorship from practice plan
• – Conferences (Dental)

6.3 Describe the key actions required when developing an effective business case promoting the benefits of an innovation idea in order to secure ongoing support from sponsors and the work team

• Describe the key actions required when developing an effective business case promoting the benefits of an innovation idea in order to secure ongoing support from sponsors and the work team
• From above in 6.2 pick 2 key actions of business benefits and how it can be promoted and supported by sponsors internal and external parties.

6.4 Explain the importance of communicating outcomes of innovation activities to maintain momentum and interest

• Explain the importance of communicating outcomes of innovation activities to maintain momentum and interest
• Communicate what the practices intent and communicating with goals and incentives quarterly reviews/Practice meetings

Answer

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