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