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Overcoming Resistance to New Ideas talk presented at ACCU 2011 conference.
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Overcoming Resistance ���to New Ideas
Rachel Davies
Thanks for coming along :-)
Have you picked up any ideas at ACCU that you want to share when
you get back to work?
How will you attempt to do this?
A bit about me
• Software developer • Agile since 2000 • Author of “Agile Coaching”
• Conference organizer – XP2011, XPDay, etc.
Hey guys, I just heard about blah-de-blah at ACCU!
It’s cool!�
WTF? How come Bob gets to go to ACCU?�
Ignore him! �
Take 1
Why does no one listen to me? What’s wrong with them?�
What went wrong?
Put Yourself in Their Shoes
Pick your words carefully ..
Invest in Your Idea
Maybe I need to work on this a bit more ..�
What You Can Do
• Learn more • Practice • Share with others • Look for opportunities to try it out • Develop a sales pitch • Sell the problem • …?
GROW
• G Goal • R Reality • O Obstacles / Options • W Way Forward Work to build : • Awareness • Responsibility
Be an Example
Do it yourself
Hey guys, how’s it been going?
Interested in a lunchtime session
about blah-de-blah?�I think it could help
with our build times.�
Bob! Now we can get that issue
sorted. Blah stuff sounds interesting
but later.�
Take 2
A few people showed up for my session about blah-de-blah but no one’s using it yet. I give up…�
What’s in the way?
Reasons People Resist Change
How do I do that?�
Are we allowed to do that?�
Do we have time? What if it goes wrong?�
�
Not my idea.
Might be hard work.�
Dig Deeper
Hang on! Trevor, you’ve worked here for a few years. What’s your
thoughts on this? �
Take 3
Well, about 6 months ago, we
tried to get time for build automation
but then management got
wind of it. �
No Time!
Permission to Try
Do we have the right tools?
What’s in it for Me?
Motivation
Rewards and punishment only work for simple task and can decrease intrinsic
motivation for knowledge workers. – “Punished by Rewards” by A. Kohn
Motivation 3.0
Elements of motivation: – Purpose – Mastery – Autonomy
“Drive” by Daniel Pink
• Relate your idea to a bigger purpose - paint the vision • Help people see how this will help them grow their skills - time saved
by your idea could free them up • Give people a choice and get others involved
Share the Vision
Build Trust
T = (C + R + I ) / S Where:
T = Trust
C = Credibility
R = Reliability
I = Intimacy
S = Self-orientation Book: “The Trusted Advisor” by Maister, Green, & Galford
Keep Going
29
Involve Others
Ask people to help solve problems and come up with their own solutions.
Build up their role in the team, encouraging them to take more responsibility
Invite them to showcase the work.
Encourage experiments
Share results
Visible Feedback
• Help the team make information concerning their work more visible – Passing tests
– User satisfaction – Value delivered
– Work-in-progress limits
Hi. Is this the X user group? I’ve been trying to
implement X but it’s not going that
well�
Take 4
Oh really? That sounds
interesting. Tell us more..�
Practical
Force Field Analysis
Desired change from current state
Force Field Analysis
Remove barriers and amplify forces for change
Be Patient
Further Reading • “Agile Coaching” by Rachel Davies & Liz Sedley • “Resistance as a Resource” by Dale Emery
http://dhemery.com/articles/resistance_as_a_resource/
• Virginia Satir talks about Status Quo http://web.me.com/sbuckbee1/Satirs_Process_of_Change/Status_Quo.html
• “The Trusted Advisor” by David Maister • “Managing Transitions” by William Bridges • “Fearless Change” by Linda Rising and Mary Lynn Manns • “Leading Teams” by Richard Hackman • “Influence” by Robert Cialdini • “Yes! 50 Scientifically Proven Ways to be Persuasive” by
Goldstein, Martin, Cialdini • “Coaching for Performance” by John Whitmore
