Change. Guest Speaker: Cindy Lincoln
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- Avis Griffin
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1 Change Guest Speaker: Cindy Lincoln
2 The Leaders Role in Change Establishing the support elements necessary for the change to be successful. Communicating the vision for the change and working with the team to take them on the change journey
3 Things that worry, bother, frustrate Things you can do something about
4 Kotter: 8 Steps Model
5 Table discussion Each table will review the case study and compare actions taken by Aaron and his team against Kotter s 8 steps of change. 1. Identify 2 steps your group believes Aaron performed poorly 2. For each step, record how you believe Aaron could have better executed the step or action. 3. If time, share stories where you have also witnessed failing or learning related to the 8 steps
6 People and Change
7 Split Brain Studies Severed corpus collosum - the bridge between L&R side of brain Observed patients treated for grand mal seizure Nobel Prize winner 1981 Physiology / Medicine Identified specialised abilities of the two hemisphere Left: Language abilities, speech and writing, logical and rational thinking Right: Visual perception tasks, non verbal emotional expression, artistic and musical appreciation
8 Ned Herrmann ( ) Double major at Cornell University in Physics and Music Integrated knowledge of brain physiology and Sperry s research HBDI 120 questions 1976 HBDI tool validated Whole Brain Technology by encephalographic data
9 Impact of Thinking Styles BRAIN DOMINANCE LEADS Thinking Style Preferences IMPACTS What we pay attention to, motivates us What we learn best How we communicate INFLUENCES How we do what we do How we make decisions How we interact with the world
10 Our Four Different Selves
11 Leading Change and Thinking Styles Business case for change What is the bottom line? What are the facts and logic behind the decision? What s the goal or objective of the change? Detailed and risk managed change planning What are the specifics of the change including timelines? Is this safe? Has this been done before? Are there any loose ends or risks? Link to strategy and clear descriptor of future state How is this going to affect my future? How does this fit into the big picture? Do I have freedom to influence this? How might this constrain or benefit me? Who will be impacted and how? What is the impact on me and others? What is the approach for support and ongoing communication? What are my feelings about the change and how will you engage me personally?
12 Communicating Change to Your Team
13 Communication Template
14 Factors that Influence Response to Change Large / small Evolutionary, transitional or revolutionary On me On others Track record for leading & managing change Past observed behaviours Individual experience of change Current events in personal life Your leadership response?
15 The Change Cycle - SARAH
16 and Personality: The Birds of Change Owl Work with change Eagle Denial not me Seagull Rumour spreader hidden opponent Ostrich Denial not happening Headless Chicken Shock - panic Birds in Waiting Possible supporter Angry Bird Visible opponent
17 Resistance to Change Security Competence Relationships Territory Inertia Lack of Trust Poor Timing others 20% 20-30% Remainder Will quickly become committed Will never accept the change. This may occur overtly and/or covertly. Will go with the flow. Their support will be passive.
18 Strategies to Get Resistors on Board Don t try and resist or argue with resistors. Expose resistance problems early ASK. Find the root cause of resistance and answer with specifics. Harness resistance use resisters to help identify flaws Get them involved. Make resistors responsible for (some) outcomes...but take care. Allow converts to be visible. N I C E Never forget to Involve Communicate Educate
19 Close
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