Jason Brewster

Jason Brewster

Jason is the Design and Development Lead at the NHS Leadership Academy. He has worked as a digital innovator, learning designer and leadership development facilitator.

Location Leeds

Achievements

Activity

  • Hi @DurgaashiniKumaragurubaran, Step 1.3 (https://www.futurelearn.com/courses/inclusive-leadership-in-health-and-care/1/steps/1516212) will explain more.

    If you are in a UK Health and care role as staff or student then you will qualify for a free upgrade through the NHS by following the steps there.

    If you are not eligible then an upgrade can be...

  • Really impactful part of this video for me was this idea:

    Wicked problems don't have simple, single causes and therefore don't have simple single solutions. But importantly, you can't solve other people's wicked problems for them, you have to give them back to the people with the problem. Involve service users. It's more than likely a group of people are...

  • As a deeper exploration into the topic of wicked issues, I'd recommend this video of Keith Grint and Clare Holt's workshop: https://vimeo.com/323460020 (2hrs)

  • Welcome! Take your time through the material. We look forward to seeing how you get on with applying it in a Hong Kong setting. Good to have you join.

  • A story could land as information but instead you did something important with it, at least in my reading...

    Your story landed with me as a story that is very personal. It could have focused on events and actions but instead it focuses on you as a central character who was present through events and reacting to them. That sort of story connects people at a...

  • @FloHolly great test of your story! It’s easy to make some assumptions about how we are landing with others or we can ask for feedback and be sure.
    How did that feedback from your colleagues land with you? What will you do with the feedback?

  • Thank you for that feedback! I’ll pass it on and look to clarify for the future. Which view did you take?

  • I love the viewpoint you’ve presented. You questioned some of the assumptions Jenna took as truth.

  • Welcome to the Edward Jenner programme @NicoleA !

  • Hi and welcome @SamuelHall!

  • What sort of processing needs to be done for Jenna so that she can go back clear and supportive?

    Perhaps take us through her anxiety or guilt related to the Appleyard’s expectations about Jenner being less competent than Mr Kelly or another pice of data above that are not so quick to let go of?

    (A question to everyone really)

  • We’ve given some beautiful answers that are a mix of clear and decisive action mixed with compassion.

    There’s some data in the E section above that we haven’t touched on as fully or at least in detail:

    - Anxiety - I’m feeling pressured; the Appleyards were expecting Tim, the head of the practice to examine Toffee.
    - Uncertainty and hesitation - Am I as...

  • I think the assertive position approach will work well to give clarity through the tough time and achieve defined outcomes.

    I’d also add that it’s important to recognise the human element in such a situation; noticing the needs beyond the clinical of the people in front of you. Just verbally noticing your own sadness and that of the clients will add care...

  • Good point - noticing reactions that don’t seem congruent and checking them out.

    If the client gets stuck with ‘Do you have any questions?’ and gives a simple ‘no’ - what sort of open question could be asked?

  • It is certainly hard to do but you have just very thoroughly reflected on a situation *on-action*!
    The more we do this more more natural and unconscious it will become so that you will naturally do this in the moment, *in-action*.

  • I get the sense that you made an initial judgement of ‘bad attitude’ and discovered that the judgment wasn’t quite accurate. Great illustration, thank you for sharing it! Did this happen *in-action* or *on-action*?

  • Thanks for flagging. I understand the academic articles are behind a pay wall, they are referenced here as evidence for the data cited. Don’t worry about getting access to them they are not core reading.

  • Good to have you join Debbie. We will certainly look to get data on your leadership behaviours in several ways in the coming weeks....

  • I hope to see the recollections of past learning here and to see you reconnect with these truths about working with others that are really age old truths but perhaps applied to different contexts. Good to have you with us Alex.

  • MT, A beautifully open and honest reflection. Thank you for the gift of it. This programme is a provocation to develop more compassionate and inclusive care for staff, clients and patients. Please give yourself permission to ask, disagree and challenge in order that we all improve the experience of care. Don’t hide the eye-rolls!

  • I’m struck by your connection between your development here and the impact it will have on your team. It makes the time challenge all the more pressing. What sort of things have you put in place to dedicate time?

  • It sounds like many people are working on just these issues. Personally I find that reassuring to feel at home among friends and partners in exploring possible solutions.

    You are capable.

  • ECC congress was great! Glad it had an impression.
    Looking forward to seeing how you stir up some interesting chats to get answers to your wonderfully important issues.

  • It does make sense! Does your CD and PM know you are on the programme? How could they support you to learn and test things out in a safe space at work?

  • Committing time and managing time is a real difficulty with online learning. Do make sure to alter your practices to make it happen otherwise it won’t. Making the first post in a forum I find to be a big step and the start of a personal commitment to the process!

  • What a beautiful comment and I completely agree; it has been really enjoyable reading about people’s motivations and diverse backgrounds!
    I hope Glenvern will support learning as well as the stories of over 300 people that are all here learning together in this cohort.

  • It sounds like you have been on quite a journey this year and I’m proud this community can be a part of it. I believe the programme has some provocation to offer as you improve your relationship with feedback. I’m so excited to hear about the next chapter of your journey! Thank you for sharing.

  • I hope our discussions together will help to continue to open up discussions and improving team culture. We are looking forward to hearing more about what you discover that helps!

  • Thanks for sharing hopes and concerns @ThomasGreensmith ! It's an interesting insight into yourself that you need an evidence base from past experiences of leadership courses. Let me help with that one first. We could go into the science of leadership but this course is not an academic course to convince you that leadership has value or impact. While the...

  • Brilliant point about learning what suits you. I want you to be critical all the way through this programme. Try everything out and reflect on what works for you and what isn’t quite right for you in the here and now.

  • I’ll be interested to see the connections between mountaineering leadership and this course! Please bring those insights into the discussions!

    Letting us know about your ‘reflection rash’ is a good .... reflection! I love the illustration of a first date. You reminded me of all the masks we put on and barriers we put up in such situations. I’ve found from...

  • This gave me so much energy! Thank you Julie for starting us off with enthusiasm.

  • Hi Hadia, Welcome! Looking forward to learning with you.

  • 1) Hi!!!! I’m Jason, I work at the NHS at the NHS Leadership Academy. I advise on how we do leadership development at a distance. I started working at the Academy when it was formed in 2012 and fell in love with working to develop human capacities and capabilities to improve the world we live and work in.
    2) I’m interested in exploring how to support the...

  • > “One reason for representation being a fundamental element of diplomacy is the need to resolve a single message from multiple voices and actors.”

    Technology and widespread access to technology has allowed everyone to speak *from* their own culture. But I wonder if the role of diplomacy is to clarify meaning and intent *into* other cultures.

  • @BenjaminEtheridge makes a good point to clarify that we are talking about the subconscious not unconscious here! Would that change your answers?!

  • I found some times I eat or even choose clothes subconsciously if its a simple or repetitive activity!

    Just checking you are not doing these unconsciously! ... would an example of that be sleep walking?!

  • Well spotted. And it’s great that you looked at what your own reaction would be in response to that comment. I wonder if Eddie felt a knock to his confidence or if he even noticed. I think I’d have felt a little angry and devalued but I’m glad and can learn from Eddie who seemed to hold his own feelings and go back to the real issue of his colleague’s feelings.

  • Thank you for sharing your thought and experience with us all. You’ve made me curious as to where self doubt, for Jenna, is a limiting factor based on fear or a useful instinct. I wonder how do you / we think we can check when we are confronted with similar experiences? Good provocation!

  • @SamanthaKni @MichailZavlaris Yes, it’s quite a practical programme and may need you to step beyond comfort zones into new spaces as you try out your leadership practice. Will be good to hear how you get on in improving care. All the best for the experiment and journey!

  • I’m heartened by the sincerity of Bharat‘s blog in showing that the service is open to all, regardless of upbringing and university choice. Through telling something of his personal journey and showing the day to day issues alongside the advantages I’m encouraged to consider how all the events of life shape each one of us and fit us for making a difference to...

  • It’s interesting to hear about the experiences of tension between personal, local and UK values and the assumptions from local citizens about who the staff are and what they should look and sound like. I’m curious about the impact that this has on the individual diplomatic impact. I hope addressing the preconceptions has a really positive effect on relationships.

  • 1) Hi!!!! I’m Jason, I work in the NHS at the NHS Leadership Academy. I look after the leadership development that goes on online /at a distance. I started working at the Academy when it was formed and fell in love with working to develop human capacities and capabilities to improve the world we live in.
    2) Every person and every group is different, so I’m...

  • Jason Brewster made a comment

    Welcome everyone! We’re glad you decided to take the step to start this course To develop your leadership! I look forward to spending the next few weeks with you. Do ask us and the whole group about anything you may have questions about. We hope this space is a space for supporting each other to grow.

  • @EmmaBroomfield really great to hear you want to work through the whole programme. These are the details of the first run of the assessment course:

    You must be enrolled by 31 March 2019. You will have until 12 May 2019 to complete the course and your portfolio.

    We are looking at dates for the second run of all of the courses and they will be advertised...

  • > What issues on diplomacy arise for you from this example?

    For me, the issues begin with awareness of the politics and cultural values on both sides.

    When understanding the context and environment Menna has to choose what she will stand for and stand firm in upholding while determining what comporomises are appropriate. One of the judgement calls made...

  • Hi I’m Jason, I hope to understand more about the concept of diplomacy and develop some competencies in this area through this course.
    I’m interested in different cultures and how heritage shapes who we are and how we think, work, live and most importantly to me - how we interact and interrelate despite difference.
    I work in the UK public sector and...

  • I’d say a diplomat is someone 1) sent by the home government as a representative to 2) negotiate with another country.

    Right now I think they are all using diplomacy but they are not all diplomats.

  • Too true, we could all do with an Eddie and I hope we all get to play a careing and supportive voice of reason role in increasing measure! What if we didn't need to put in more effort but we needed to reimagine the way we use the effort we already put in... The aim of the programme is to suggest some changes in the way we see our work and colleagues and to...

  • Ryder Carroll calls today the ”copy and paste world” - there is a beautiful inefficiency that notebooks afford in such a fast world. They slow us down enough to reflect and notice things that otherwise we are unaware of. In our case these reflections are all about the way we impact those around us.

  • What sort of questions would be open? Do you have any examples from your own experience that would encourage others to share thinking?

  • @CarlyMartin-pope do you have a link to the experiment at all?

    From reflecting on some conversations with colleagues this week that have helped me grow I’ve found that a good way to promote inclusive practices by raising bias has been to encourage the consideration of other viewpoints. When I’ve formed an opinion, to ask myself and others “what other...

  • Do we actively dissuade gossip or simply have no part in it? What marks a leader out in these conversations?

  • I'd suggest from a conscious position we *should* not make choices that are biased, however, we have seen that we all have bias *unconsciously*. It's the way humans work. The aim of the reflections in this activity are to encourage the group to be aware of how innate biases show up in our behaviours and to consider how we will regulate how they play out in our...

  • @HelenCoffield you mention "I think it can be very easy to become part of the gossip culture in the workplace and this is something we should try and limit."

    What will you do to limit this? How would you (and others in the group reading this) do to hold others to account in this?

  • Can you ever truly select people without some sort of bias?

  • Interesting reflection on the method and your reaction to it. I'm hearing you found the method something you were very aware of ... What did you learn about yourself?

  • A reminder to consider the questions and not just your reaction to the test method;

    Q. What emotional reaction do you have to your results and why?

    Q. What do you notice about yourself through the results and the way in which you engaged with and processed the test?

    Q. How does this awareness need to impact your actions?

  • And so what did you learn about yourself through your reaction to this?

  • As we process the emotions associated with this it's important to also consider the question: What do you learn about yourself in engaging with the video?

  • I think it's important to note that this is an edited and curated video made for US TV to encourage a response. It is not a factual account of the process of the research. But having said that we should not be so focused on the method of presentation at the expense of hearing the message. What do you learn about yourself by engaging with the video?

  • I commented above on just this point. Peggy McIntosh asks us to consider what being in a majority (and so privileged social group) blinds people to in this doc : https://www.racialequitytools.org/resourcefiles/mcintosh.pdf

  • Unfortunately, the issue is still present today. I wonder if we notice it and if we do not what does that say? There is a theory of 'white privilege', developed by Peggy McIntosh, this document asks us to consider what being in a majority (and so privileged social group) blinds you to : https://www.racialequitytools.org/resourcefiles/mcintosh.pdf What impact...

  • Really useful applying this to groups, thank you! When we all operate from different stories we will end up with a problem sooner or later. Our work of leadership in noticing ”the mush” is to help create a shared understanding so that the group can move forward and work effectively and cohesively.

  • Thanks for coanswering about how it’s going for you. As you wrestled with the video, comments and text what did you glean that was of use?
    What work do you need to do with this? What quQuestion would you like answering?

  • Agreed. And combining with the last step and its comments about balance - judgments are how human beings are designed to work so its just keeping a check on how helpful our judgments are being in any given situation.

  • It can feel difficult at first but I've found it becomes a very natural thing over time.

    ”can I just get clear...”
    ”What I’m hearing is....”
    ”... Is that your experience of what is happening here?” are good phrases that begin to slip into your vocabulary.