How to Manage Changes

Purdue - 2005

Identify 2 urgent and important issues in your ICF

• Regeneration

• Kurang ada anak baru yg masuk ke ICF

• Lack of leaders

Objectives

• To understand one’s role as a leader• To learn how to manage changes

What is needed in bringing changes

• Leaders– Visionaries

– Risk takers

– Innovators

– Community builders

• Vision, clear and coherent • Broad-based strategy• Contextualization

Benefit of Changes to ICF

• Be an effective salt and light• Continuity

“What enables a company to survive over a long period is the ability to change” CK Prahalad

Cost of Changes to ICF

• Pain/Suffering• Uncertainty• Conflict• Division

Barrier to Changes

• Complacency• People do not buy the idea• Institutionalization• Poor communication• No clear vision and strategy• Lack of needed skills• Risk averse• Procrastination

How to Manage Changes

• Establishing a high Sense of Urgency.Establishing a high Sense of Urgency.

• Building believers of change.Building believers of change.

• Developing a corporate understanding of vision.Developing a corporate understanding of vision.

• Communicating the visionCommunicating the vision

• Establishing a broad based people developmentEstablishing a broad based people development

• Learning from success and failure.Learning from success and failure.

• Changing cultureChanging culture

Creating a Sense of Urgency

• Develop a real picture of current situation of ICF and where it is heading

• Create visible crises• Stop baseless “happy talk”• Set higher standards in every planning process

Building Believers of Changes

Focus groups– Core leaders

– Experts

– Influential people

– Proven Leaders

Be Aware of:• Reluctant players• People who have big egos

Developing Corporate Understanding of Real Issues

• Create imaginable, desirable, feasible, focused, flexible and communicable vision

• Make sure the focus group really understands the urgency of the issues, really buy into the vision.

• Have a corporate understanding about what needs to be done

Communicating the Vision

• Keep it simple, easy to remember• Multiple forums• Lead by Example• Repetition• Listen to feedback• Give others time to digest and own the vision

Establishing Broad-based People Development

• Have a shared sense of purpose• Responsible Freedom• Develop a concept of community in those people• Provide training and information as needed• Assist them in dealing with resist-to-change

leaders

Learning from Success and Failure

• Set clear and step by step short-term goals• Celebrate the successes• Learn diligently from failure• More change, not less

Changing Culture

• Culture is…– Norms of behaviorNorms of behavior “ “Common or pervasive ways of acting/behaving by group members, in Common or pervasive ways of acting/behaving by group members, in

which they would tend to teach these practices to new members.*which they would tend to teach these practices to new members.*– Shared valuesShared values “ “Important concerns and goals shared by most of the people in a group Important concerns and goals shared by most of the people in a group

that tend to shape group behavior and that often persist over time even that tend to shape group behavior and that often persist over time even when group membership changes”.*when group membership changes”.*

• People’s Transformation Culture Transformation

Becoming Lifelong Learner

• Risk-taking• Humble self-reflection• Listen to others

Case Study

ICF AUSTIN

Background

• Stagnancy• Many ideas, no execution• Confusion about the future

What ICF-Austin does

• Building action group– Core – Future leaders– Elders

• Developing a corporate understanding about the real issues

What ICF Austin Does

• Analyzing root of the problems– Lack a sense of urgency about ICF vision– No clear direction from top leadership due to

communication gap• Brainstorming ideas in looking for solutions• Prioritizing the most urgent issues based on

feasibility, resources and culture transformation

“Small Group Leaders Forum”

What ICF Austin Does

• Recruiting • Communicating vision• Evaluating and evaluating

Challenges

• Lack of excitement• Time consuming• Conflict -- Clash Ideas• Focus

– Character Transformation vs. Program

Results

• Accountability among members improve• Common understanding• Members become more aware of the important of

ministering to others

If we can do it, so can you

Let’s Start

• What are urgent and important issues?– What need to be changed?– What NOT need to be changed?

• What do you envision will happen in the end?• Who will be in the focus groups?• What is your short-term goals?• What will be the cost?

– Mentally– Physically