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Change
Guest Speaker: Cindy Lincoln
The Leaders Role in Change
Communicating the vision for the change and working with the team to take them on the change journey
Establishing the support elements necessary for the change to be successful.
Things that worry, bother,
frustrate
Things you can do something
about
Kotter: 8 Steps Model
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
People and Change
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
Ned Herrmann (1922-1999)
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
Impact of Thinking Styles
BRAIN DOMINANCE
Thinking Style Preferences
•What we pay attention to, motivates us•What we learn best
•How we communicate
•How we do what we do•How we make decisions
•How we interact with the world
IMPACTS
LEADS
INFLUENCES
Our Four Different Selves
Leading Change and Thinking Styles
Business case for changeWhat 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?
Communicating Change to Your Team
Communication Template
Factors that Influence Response to Change
Large / smallEvolutionary, 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?
The Change Cycle - SARAH
…and Personality: The Birds of Change
Owl
Work with change
Ostrich
Denial – not happening
Eagle
Denial – not me
Headless Chicken
Shock - panic
Seagull
Rumour spreader –hidden opponent
Birds in Waiting
Possible supporter
Angry Bird
Visible opponent
Resistance to Change
Security
Competence
Relationships
Territory
Inertia
Lack of Trust
Poor Timing
…others
• Will quickly become committed
20%
• Will never accept the change. This may occur overtly and/or covertly.
20-30%
• Will go with the flow. Their support will be passive.
Remainder
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 • Never forget to
I• Involve
C• Communicate
E • Educate
Close
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