Our comforting conviction that the world makes sense rests on a secure foundation: our almost unlimited ability to ignore our ignorance.
… Daniel Kahneman1
How you actually make decisions will surprise you. The vast majority of intuitive decisions we make everyday as individuals and as teams are driven by nonconscious mental and emotional processes. Unless we have the courage and humility to learn about, leverage, and mitigate these processes to make better decisions, we will be vulnerable to “our almost unlimited ability to ignore our ignorance.
Practical skills for transforming self, teams, organizations, and communities.
Leading transformation The Leading Population Health Framework (LPHF) is based on pursuing and acheiving essential population health goals:
protecting and promoting health and equity, transforming people and place, ensuring a healthy planet, and achieving health equity. Population health continuous improvement requires leadership and transformation (Figure 1):
a population health leadership philosophy,1 transforming self and interpersonal relationships, transforming teams and collaboratives, and transforming organizations and communities. Figure 1: The Leading Population Health Framework (LPHF) is based on a leadership philosophy and three necessary transformations.
Humility is the key to unleashing and supercharging personal and organizational performance improvement. However, not everyone feels comfortable introducing complex topics like cultural humility. I was fortunate to discover Professor Edward Hess’ book “Humility is the New Smart: Rethinking human excellence in the smart machine age.”1 I believe his book is a non-threatening, practical, and inspiring way to introduce humility to your staff. Based on Hess’ book, the article below is an excerpt from our population health lean reference document.
Building trust In organizations with high trust levels staff engage in honest, vigorous deliberations about important and sensitive topics, including strategy, budget cuts, ethics, equity, racism, discrimination, power, privilege, prejudice, interpersonal conflict, etc.
The word trust is used often but rarely defined. The word is thrown around as if everyone understands exactly what we mean. We attend countless meetings where “building trust” is emphasized. Building and restoring trust requires a thoughtful, systematic approach.