Citizen Engagement and Accountability Portfolio
In May 2009, the creation of a portfolio within Capital Health with the title of “Citizen Engagement & Accountability” presented a rare opportunity to create something that had no precedent. The portfolio was launched in response to the strategic stream of Citizen Engagement that came out of the Strategic Quest work in 2007.
Lea Bryden was tasked with bringing together three functional areas under this new portfolio: Marketing and Communications, Community Health Boards and Patient Representatives. In looking across the country, they found themselves virtually alone as there were no models to inform the portfolio development.
In January 2010, Kathy Jourdain and Tony Case, through Shape Shift Strategies Inc., were contracted to assist in shifting the shape of this portfolio. The intent was to truly create a new portfolio with collective purpose, principles and streams of work and not just perpetuate the three existing functional areas under a new name. Some of the functional work would be the same and new work would emerge through the process but all of it would be informed by the collective purpose.
This work was given context and framing by the following pre-existing pieces of work:
- Our Promise
- Declaration of Health
- My Leadership: Being, Caring, Doing
- Citizen Engagement Strategic Stream
- 2013 Milestones
In addition to wanting to honour CEO Chris Power’s intention in asking the question: “What kind of future could we create if the vision of Our Promise and belief in our Declaration of Health showed up at each of our touch points in the course of our day?”, Lea also wanted to uncover the unique gifts and contribution of each member of the portfolio and understand how they came together as a collective. And, it was very much a mechanism to create a cultural shift to even greater transparency and accountability.
This process invited a design team to co-design the process. There was initially a very specific invitation to a member of each of the three functional areas. As the process unfolded participation in the design process was completely open and transparent and those with the greatest interest and passion continued to participate in the process. Some people showed up in the beginning because they thought they should and then kept showing up because they saw how their contribution directly influenced the design of each session.
This work took place over a period of four or five months to establish collective purpose, principles, priorities, and strategies. It took into account other work that was underway in the organization, incorporating things like the budget planning process or the response to Capital Health’s community engagement recommendations right into the process so the portfolio could learn how and when to respond as a portfolio to other moving parts of the organization.
We knew we were making headway when we hit the groan zone. The collective purpose and principles were articulated and we began to hear, “Oh good. We have what we need. Can we be done? Can we get back to our regular work now?” This was a signal to push back. Lea did this by asking a simple question, “Where are we seeing evidence of our collective intention at work?” The responses were amazing, informative and represented a turning point.
A philosophy of our work as consultants was to transfer collaborative leadership skills into the portfolio so it could flourish once our involvement came to an end. The portfolio created a transition team to continue to guide the work and this team is also working collaboratively.
Like all significant culture shift initiatives, there are certainly bumps along the way. But there is lasting change in the way this portfolio views itself, understands its work and engages with the public.