Beat the 25% change commitment rate through powerful engagement

Welcome to

Beat the 25%

commitment ratePresenter: Audra Proctor

Director of Learning, Research and Development

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Presenter: Audra Proctor

Director of Learning, Research & Development

Beat the 25%

commitment rate

© Changefirst Limited, all rights reserved 2014 changefirst.com 3

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Housekeeping


Enabling people and organisations to deliver change successfully

Trained over

14,500 people

Delivered workshops in more than

45 countries

Offices in Europe,

Australia & Brazil

Global delivery

capability

6,300 licenced users of our online application e-change

Over 19,000 participants in

our global database

Trained 330 in-house trainers


Average engagement produces 25% commitment

April 2014, change success data from 5857 people in global organisations indicated the

following distribution of data across the commitment stages, in relation to a specific change

that their organisation was going through.


1. Creating

motivation

2. Combining leadership

and followership

Actively engaging people in change

3. Components of an

engagement framework


Definition of Engagement

The self-motivation that comes from a person’s involvement

in, support for and satisfaction with something, such that they

feel a sense of commitment and are moved to take action or

perform in service of that thing


Where does motivation come from?

ExtrinsicIntrinsic

Motivation


Motivation

Stretch

Control

Cooperation

Operant conditioning

Recognition


1. Creating

motivation


and followership


3. Components of an



Stretch

Control

Cooperation

Recognition Future state focus

Openness & Support

Networking

Behaviour Modelling

Why should anyone want to follow me?

Leadership

Followership


Average leadership produces 25% commitment


1. Creating

motivation


and followership


3. Components of an



5 components of powerful engagement


Communications

Over-used

Understanding

Pre-requisites

Leader commitment

Joined up

Tailoring

Consistency

Feedback

Rumours

Atmosphere

Anxiety


Involvement

Willingness of line

managers

Transparent and well

managed expectations

Timing and capacity

On-going process


Involvement

• Involvement in

solution design –

people commit to

what they create!

• Ability to influence

implementation

planning and

roll-out


Involvement

• Involvement at

scale

• Involvement at

distance


Learning

Competence

Exploration

Practice

Risk Taking

Making Mistakes

Improvement time


Recognition and Reward

Risk taking (Peter Senge ‘90)

Pay for performance (Vanderheyden &

Ven den Broeck ’00)


old ways of working and

resisting change is not

rewarded

Recognition and Reward

Small rewards for:

Behaviour change

Milestone achievement

Active involvement

Willingness to pilot

1-2-3

1. Exceed people’s

expectation

2. Give rewards soon after

results

3. Make rewards feel

personal and appropriate


Mix and blend to build commitment

Commitment

HearUnderstand

Support

Try

Use

Own

Acceptance

Awareness

Time

Lev

el o

f C

om

mit

men

t

Le

arn

ing

Re

wa

rd

Co

mm

un

ica

tio

ns

Invo

lve

men

t

Re

co

gn

itio

n

Devil in the detail!

Local Manager

intelligence


Change Leadership

Future State focus

Public & Private Support

Behaviour Modelling


Summary

Best engagement driven by intrinsic motivation

Engagement/followership is inextricably linked to leadership

There are 4 key engagement processes

A mix and blend is important

Attributes of key change leaders are a pre-requisite to

success


WelcomeAny Questions?


Our next PCI Public Programme is on

8th & 9th July 2014

Learn how to use PCI – leave with a change plan.

Visit our website to register or find out more.

www.changefirst.com


Briefing Paper: How to actively engage your people in organisational change

You can download this at: www.changefirst.com/knowledge-centre

http://www.changefirst.com/knowledge-centre

http://www.changefirst.com/knowledge-centre


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Thank you!

Leadership & Management

Beat the 25% change commitment rate through powerful engagement