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Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
Understanding and Managing Change
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Understanding and Managing Change

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Has this happened to you? You try to implement a change in your organization and it fails. And, to make matters worse, you can't figure out why. It may be that your great idea didn't mesh well with …

Has this happened to you? You try to implement a change in your organization and it fails. And, to make matters worse, you can't figure out why. It may be that your great idea didn't mesh well with your organization’s culture or a host of other reasons. Jennifer Bonine shares a toolkit to help you determine which ideas will—and will not—work well within your organization. This toolkit includes five rules for change management, a checklist to help you analyze the type of change process needed in your organization, a set of questions you can ask to better understand your executives’ goals, techniques for overcoming resistance to change, and the formal roles necessary to enable successful change. These tools—together with an awareness of your organization’s core culture—allow you to identify the changes you can successfully implement. Cultural awareness helps you align your initiatives with the objectives of the organization, make your team successful, and demonstrate the value of the change, which is increasingly more important in these challenging economic times.

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  • 1. 9/13/13! Understanding and Managing Change Jennifer Bonine jennifer@upurgame.org! www.upurgame.org © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. Topics ! Change (What is it) ! Communication Strategies ! Techniques for overcoming resistance © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. 1!
  • 2. 9/13/13! Speed Reading Activity GOAL : Get as many responses from people in this room as you can to the question on your card in next 20 minutes TASK: Write the responses you get on the card BUSINESS BENEFIT…… © The Insights Group Ltd, 2009. All rights reserved. Change is a Process © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. 2!
  • 3. 9/13/13! Impact of Culture on Introducing Organizational Change © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. Culture © The Insights Group Ltd, 2009. All rights reserved. 6! 3!
  • 4. 9/13/13! Do your values and proposed initiatives align to your organizations culture © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. What is the culture of your Organization •  Describe in your book your organizations culture: Norms, values, beliefs… •  Can that culture be easily recognized by others outside of your team or company? •  Three words that best describe your culture and two words on acceptance of change…(Example: Fast Paced, Top Talent, and Bleeding Edge – Constant change ) © The Insights Group Ltd, 2009. All rights reserved. 4!
  • 5. 9/13/13! People, Process, Technology © The Insights Group Ltd, 2009. All rights reserved. 9! Different Types of Change Initiatives ! Team Synergies in process and tools – due to acquisitions or mergers ! Creating new paradigms – developing new ways to add value or need to improve customer satisfaction ! Strategic Planning – new plan is required due to organizational changes or new competitors in your industry © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. 5!
  • 6. 9/13/13! ACTIVITY •  Break into 3 team based on type of change you are focused on in your organization : Team Synergies, New Paradigms, Strategic Change •  Write down challenges you are facing when trying to implement that type of change – one from each person at least •  What is working well for you when trying to implement those changes - one from each person at least •  Need a team name and representative to present out to large group © The Insights Group Ltd, 2009. All rights reserved. Rules of Engagement ! Do no harm ! Commitment – Seen by everyone ! All Change involves personal choices – make sure it makes sense to people ! The relationship between change and behavior will not happen over night ! Connect the change to business/learning strategies and incentives ! Involvement breeds commitment ! Make sure the change results in tangible benefits or increased capacity © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. 6!
  • 7. 9/13/13! The Emotional Response to a Positively Perceived Change © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. The Emotional Response to a Negatively Perceived Change Edited from E.K. Ross © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. 7!
  • 8. 9/13/13! Critical Dimensions for Successful Change Agents ! Respect Differing Frames of Reference ! Develop Plans of Action ! Establish Synergistic Relationships ! Multiple Communication Styles ! Build Commitment ! Anticipate and Manage Resistance ! Understand Power and Influence © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. Typical Ineffective Sponsorship Initiating Sponsor S No Sustaining Sponsors Black Hole T 15 © The Insights Group Ltd, 2009. All rights reserved. 8!
  • 9. 9/13/13! Cascading Sponsorship IS T IS Initiating Sponsor T T/SS T/SS T Targets T T T/SS T T T T Sustaining Sponsors T T T/SS T T T T T T T T T T T 16 Communication Strategy •  Identified fit for change to Culture •  Selected an initiative that aligns to the culture •  Have sponsors for the initiative What s Next ? Biggest element that determines success or failure: Communication Plan and Strategy © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. 9!
  • 10. 9/13/13! Interpersonal Communication According to Albert Mehrabian: •  7% Words - Literal •  38% Tone of Voice - Interpretation •  55% Context, Body Language Interpretation •  In other words… Communication is 7% about WHAT you say and 93% about WHO you say it to! 19! Card Game 10!
  • 11. 9/13/13! How$we$view$the$world….$ PERCEPTION$ Who is this guy? 11!
  • 12. 9/13/13! d1:b:maps$of$the$world$ d1:b:maps$of$the$world$ 12!
  • 13. 9/13/13! EXERCISE •  Circle the words on the page that you identify most with and that describe you best •  Can circle as many as you want or as few (no minimum or maximum) © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. 13!
  • 14. 9/13/13! cheerful reflective determined enthusiastic active tactful accurate driving purposeful strong-willed persuasive mobile loyal convincing patient courageous challenging firm objective accommodating outgoing concise influencing co-operative stable friendly calm daring impulsive © The Insights Group Ltd, 2009. All rights reserved. caring factual well-argued fun steady structured constant cautious calculating diplomatic logical forceful conventional consistent analytical assertive reliable sensitive harmonious amenable sociable optimistic decisive correct engaging exact realistic © The Insights Group Ltd, 2009. All rights reserved. Using Proven Tools to Target Communication Cool Blue Introversion and Thinking Style is task-focused, calm under pressure, thoughtful and objective. Earth Green Introversion and Feeling An approach favoring depth, reflection, harmony and consensus. © The Insights Group Ltd, 2009. All rights reserved. Fiery Red Extraversion and Thinking High activity, working with others, being logical and focusing on facts. Sunshine Yellow Extraversion and Feeling Couples sociability and consideration for others with action-orientation and entertaining. © The Insights Group Ltd, 2009. All rights reserved. 14!
  • 15. 9/13/13! Communication Profile Tool Change is about people •  Focuses on improving personal, interpersonal and team effectiveness •  Provides a simple framework and common language – Verbal and Visual •  Developed specifically for the work environment © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. Know Thyself and Master Understanding others Knowing others is intelligence; knowing yourself is true wisdom. Mastering others is strength; mastering yourself is true power. Lao Tzu $ 15!
  • 16. 9/13/13! What Do You Think? Harvard Business Review 2002 What percentage of business issues are due to the lack of inter-personal communication skills not the competencies of the parties? 87% © The Insights Group Ltd, 2009. All rights reserved. Recognizing Types Every time you meet someone you have the opportunity to practice your skill of recognizing and adapting to their color energies. © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. 16!
  • 17. 9/13/13! Recognizing Types Step One... Do they speak to think (red/yellow) or think to speak (blue/green) Step Two... Are they more formal (blue/red)
 or relaxed/informal (green/ yellow) Formal Quick Speak To think Quiet Think to Speak Relaxed © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. Thinking and Feeling Thinking Preference Informal, Personal, Considerate, Involved, Subjective, Caring, Accommodating, Harmonious, Relationships, Morale Formal, Impersonal, Analytical, Detached, Objective Strongminded, Competitive, Correct, Task, Systems, Feeling Preference Compass Learning Guide – The Psychology of Self Understanding – Section 1.3 © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. 17!
  • 18. 9/13/13! Understanding Differences Best Ways to communicate Way that you approach Change What could be perceived as challenges Compass Learning Guide – The Psychology of Self Understanding – Section 1.3 © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. 18!
  • 19. 9/13/13! News Flash: Cambridge University Research Aoccdrnig to a rscheearch sduty at Cmabrigde Uinervtisy, it deosn't mttaer in waht oredr the ltteers in a wrod are, the olny iprmoetnt tihng is taht the frist and lsat ltteer be at the rghit pclae. The rset can be a taotl mses and you can sitll raed it wouthit porbelm. Tihs is bcuseae the huamn mnid deos not raed ervey lteter by istlef but the wrod as a wlohe. *Be clear in your communication strategies. People will fill in the blanks with their own perception And reality about the change © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. Strategies to Overcome Resistance ! Don t overwhelm people – understand the organizations absorption capability ! Education and awareness ! Listen and get to the root of the resistance ! Target messages/communication by personality type ! Socialize your ideas with different people ahead of time ! Provide a feedback mechanism © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. 19!
  • 20. 9/13/13! Conclusion ! Cost of failure is high -organizations will lose confidence in leadership if management cannot successfully fulfill the promises of their announced intentions ! Make sure the change aligns with your culture ! Be aware of and manage resistance actively ! Target communications by personality type ! Ensure you have adequate sponsorship © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. Jennifer@upurgame.org Q! &! A! © The Insights Group Ltd, 2009. All rights reserved. © The Insights Group Ltd, 2009. All rights reserved. 20!

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