Challenges to implementing PIE: Time
This blog, second in the series considers that old father of ours, time. It acknowledges that becoming a PIE takes a serious amount of the stuff and poses 3 questions to help us re-evaluate if we are making best use of our current supply.
“Time” as one of my modern-day heroines Brene Brown states in her book Dare to Lead [1] “is our most precious resource.” It often feels scarce, especially at work; where demands are increasing, resource’s diminishing and needs multiplying.
Becoming a psychologically informed environment requires copious amounts of time. Time to change attitudes, time to build different relationships and time to analyse and change our own behaviours, which often (unintentionally) cause more harm than good.
Unfortunately, time is routinely the reason we give for not making change, even when we know it’s positive. I would like us to reflect on this and have posed 3 key questions to help us do just that.
1. What are your organisations vision, mission and values [2]? To end homelessness, empower people to reach their goals, fight social injustice? Are your current vision, mission and values translated into, and evidenced by, your behaviours? Or, are these aspects of your organisation outdated, unfit for purpose? PIE may ask us to strip back to our basic raison d’etre, but it also helps us achieve all of the above objectives, by understanding and applying principles of human motivation and behaviour to what we do.
2. Collective time management. Manage your time as you would a budget.[3] A finite amount that must be balanced. Identify what you have and how its allocated, verify what’s essential and where you have flexibility, what you can lose to free up time to develop your PIE change management plan. Click here for some top tips.[4] In my first blog in this series I argue that we currently spend too much time on things without meaningful social and economic value.
3. PIE tells us that intentional relationships are a cornerstone to creating the necessary environment and conditions for facilitating change. Until we change the way we spend our time some people will not feel valued, safe or connected and therefore struggle to make sustainable, lasting change.
In her book Brene Brown describes leaders as “anyone who takes responsibility for finding the potential in people and processes and who has the courage to develop that potential.”[5] I believe this is what we hope to do in the homeless sector ergo we need brave leaders creating courageous cultures. We need to overcome the challenges that stand in our way.
Brene identifies 10 obstacles all of which seem relevant to implementing a psychological informed approach, 1 stands out for me in particular.
“Not enough people are taking smart risks or creating and sharing bold ideas to meet changing demands… When people are afraid … the best you can expect is the status quo and groupthink.”
Check out the wonderful website of Brene Brown with free tools and downloads. Watch out for the forthcoming workshop Overcoming Challenges to Implementing PIE and training course on Commissioning PIE courtesy of www.nooneleftout.co.uk and www.aneemo.com.
[1] Dare to Lead Brene Brown Vermillion Oct 2018
[2] https://onstrategyhq.com/resou...
[3] https://hbr.org/2014/10/a-new-...
[4] http://www.thetimeedge.com/art...
[5] Dare to Lead Brene Brown Vermillion Oct 2018
