You need a mix of knowledge, skills and experience to drive change effectively.
Firstly, the skills and experiences of subject matter experts are crucial – and these include people who need, use, deliver and support services.
Having extra skills to help with change, especially when it is large or complex, can really help. These include change experts from quality improvement, engagement, strategic planning, service design, organisational development and commissioning.
It also includes people with technical skills such as data analysis, project management, user research, desk research and digital / innovation.
Benefits of working in a multi-disciplinary change team
Working differently can bring about a range of benefits. That includes:
- a mix of knowledge, skills, and experiences. Complex problems need both technical and relational skills to get better results
- creative thinking means looking at problems from different angles. This can lead to new ideas and better solutions
- improved credibility: a team member from a specific area can affect key stakeholders. They may also handle tough conversations with greater effectiveness
- build wider networks and relationships. Working with colleagues from different fields builds strong links in all those elements of public services that may have a part to play
- skills and knowledge transfer. Working with team members who have different technical skills can offer new insights. You can learn about alternative tools and methods
- reduced bias. A mix of viewpoints can cut down on ‘groupthink.’ It can also challenge blind spots and gaps, boosting awareness of the bigger picture
- positive team culture thrives on openness to different views and values. This environment encourages challenges and promotes learning
Challenges of working in a multi-disciplinary change team
Working differently can bring about new challenges. Below are some things you may find helpful to consider on the common challenges to working in a multi-disciplinary team. That includes:
- take time to get to know other roles so that you can understand how each discipline can add value to a project
- reflect how you are valuing your colleagues in your behaviours to help avoid or manage tensions that can arise between the different approaches people use and the values that people bring
- considering what tools and resources you bring together can help overcome uncertainty about what method to choose
Insights based on our experience and learning that may help when undertaking change
- focus on strengths. Recognise what people do well and apply those skills in areas they love
- spend time at the start to ensure all team members understand each other’s roles and skills, highlight each person’s unique contributions
- different disciplines add unique value to a team. When team members come from other organisations, they bring fresh ideas and perspectives
- build trust and relationships between team members. Trust fosters open and honest communication among team members. It lets them challenge each other in a supportive way
- involve team members early in the change project. This way, they can contribute effectively
- foster a culture of curiosity and learning
- use appreciative inquiry methods and create chances for the team to reflect and grow together
- make sure clear governance structures are set up to show the different disciplines in the team. This is especially important when working across many organisations or sectors
- recognise that some skills might need to come from outside groups or partners
- be realistic about the local system’s capacity and capability to undertake change. Consider available time, resources, organisational ability, knowledge, skills, experience, and tools