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Leading change effectively - right people right result
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  • As you can see, it seems to be the people issues There are simple solutions/rules to assist successful change - how do you score so far???
  • All through the Insights colour model Day is time for you – some inward looking – some outward
  • Hippocrates was born around 460BC Known as the father of modern medicine – was the first to dismiss the belief that illness was caused by curses, evil spirits or the will of the gods – but by physical problems with the body itself He was also the first to theorise that thoughts and feelings came from the brain and not the heart He also was the first to notice that people had different behavioural traits – which he believed were caused by excesses of bodily fluids. Nothing of Hippocrates writings survive but his work was taken and expanded on by Aristotle and Plato and eventually by a Roman physician called Galen, (AD 190) who came up with the ‘choleric’, ‘sanguine’ etc labels. The Four Humours theories were still believed up until the 1840’s (1865 in America) and blood letting, emetics, blistering, purges etc were used to treat illnesses by attempting to address imbalances in the humours. Human Behaviour Hippocrates saw a basic four behaviours which were adopted and described as Choleric, Sanguine, Phlegmatic and Melancholic. He also grouped together the types of behaviour that these types of people could be predicted to show.   Jung the psychologist picked up on these behavioural types and studied them carefully and it is his work on which the colour model is based.   Which type are you? Fiery Red? Sunshine Yellow? Earth Green? Cool Blue? Or perhaps you see yourself as a combination?   Whichever you are – recognise that your clients may be another type altogether – making their behaviour and reactions very different to your own.
  • Hippocrates was born around 460BC Known as the father of modern medicine – was the first to dismiss the belief that illness was caused by curses, evil spirits or the will of the gods – but by physical problems with the body itself He was also the first to theorise that thoughts and feelings came from the brain and not the heart He also was the first to notice that people had different behavioural traits – which he believed were caused by excesses of bodily fluids. Nothing of Hippocrates writings survive but his work was taken and expanded on by Aristotle and Plato and eventually by a Roman physician called Galen, (AD 190) who came up with the ‘choleric’, ‘sanguine’ etc labels. The Four Humours theories were still believed up until the 1840’s (1865 in America) and blood letting, emetics, blistering, purges etc were used to treat illnesses by attempting to address imbalances in the humours. Human Behaviour Hippocrates saw a basic four behaviours which were adopted and described as Choleric, Sanguine, Phlegmatic and Melancholic. He also grouped together the types of behaviour that these types of people could be predicted to show.   Jung the psychologist picked up on these behavioural types and studied them carefully and it is his work on which the colour model is based.   Which type are you? Fiery Red? Sunshine Yellow? Earth Green? Cool Blue? Or perhaps you see yourself as a combination?   Whichever you are – recognise that your clients may be another type altogether – making their behaviour and reactions very different to your own.
  • Page 22 Cover…. Ipsative and Normative data Ipsative is self reporting – how you see yourself in relation to the statements Normative data is comparative to others The profiles are therefore self reported but compared to other types Conscious & Less conscious persona – read Blind Spots page - 13 Number of colours above the line Bi-Polar dynamics Preference flow
  • Read Value to the Team – page 10 Lists the attributes you bring to any team or organisation Are these being used to the full?
  • www.thecolourworks.com 0845 045 0933 Inspiring People, Delivering Results
  • Handout on Colourful Planning You will have your own planning processes and preferred models Here is a colour model that maximises the skills of the team and your people.
  • Use Profiles – Communication Do’s & Don’t’s – Page
  • Issue Adapting & Connecting Template & relate back to Recognising Type Exercise What can we do more of to improve working relationships? Foot on the peddle – foot off
  • Remember the communication needs
  • Sounds simple doesn’t it. Not a new model – been around for ages However, the reason so many people get it wrong is that they do it in one particular way – THEIR WAY! Are we playing chess or snakes and ladders? Utilise the skills of the team and the staff. Do the above in a way that engages all 4 colour energies.
  • All through the Insights colour model Day is time for you – some inward looking – some outward
  • All through the Insights colour model Day is time for you – some inward looking – some outward

Leading change effectively - right people right result Presentation Transcript

  • 1. Inspiring People,Delivering Results‘Right People, Right Result’Leading Change EffectivelyNick Fewings, DirectorThe Colour Works exists to unleash potential, ignite transformational leadership andcoaching capability to transform the way people work and the results they, their teamand their organisation achieve.
  • 2. Inspiring People,Delivering Results
  • 3. Inspiring People,Delivering Results
  • 4. Inspiring People,Delivering Results
  • 5. Inspiring People,Delivering ResultsFact: 70% of business change fails toachieve desired goals2. Lack of team skills and proven approachto change1. Lack of strong leadershipSource: NAO/OGC– Know yourself,warts and all– Know your team & have a plan
  • 6. Inspiring People,Delivering ResultsClient Briefing• Multi-cultural project team of 30 with cultural issues• No clear leadership• Silo mentality and poor communication• Poor understanding of common vision/goals• Challenging work/life balance• Low morale
  • 7. Inspiring People,Delivering Results
  • 8. Inspiring People,Delivering Results
  • 9. Inspiring People,Delivering Results
  • 10. Inspiring People,Delivering Results
  • 11. Inspiring People,Delivering Results
  • 12. Inspiring People,Delivering Results
  • 13. Inspiring People,Delivering Results
  • 14. Inspiring People,Delivering Results
  • 15. Inspiring People,Delivering Results
  • 16. Inspiring People,Delivering Results
  • 17. Inspiring People,Delivering Results
  • 18. Inspiring People,Delivering Results
  • 19. Inspiring People,Delivering Results
  • 20. Inspiring People,Delivering Results
  • 21. Inspiring People,Delivering Results
  • 22. Inspiring People,Delivering ResultsDay 1
  • 23. Inspiring People,Delivering ResultsPsychological PreferencesThere are 3 pairs of preferences:Introversion – Extraversionhow we react to inner & outer experiencesThinking – Feelinghow we make decisionsSensation – Intuitionhow we take in & process informationCarl Gustav Jung1875-1961
  • 24. Inspiring People,Delivering ResultsThe Insights - Colour EnergiesCompetitiveDemandingDeterminedStrong-willedPurposefulDriverSociableDynamicDemonstrativeEnthusiasticPersuasiveExpressiveCaringEncouragingSharingPatientRelaxedAmiableCautiousPreciseDeliberateQuestioningFormalAnalytical
  • 25. Inspiring People,Delivering ResultsThe Insights 4 Colour EnergiesOn a bad day…AggressiveControllingDrivingOverbearingIntolerantExcitableFranticIndiscreetFlamboyantHastyDocileBlandPloddingReliantStubbornStuffyIndecisiveSuspiciousColdReserved
  • 26. Inspiring People,Delivering ResultsWeaknessesMay lack detail and focusToo casual for somePoor plannerCan lose interestStrengthsKnowledgeable and detailedHas an air of competenceAsks lots of questionsVery thorough right to the endComplementary StylesStrengthsQuick to build relationshipsFriendly and sociableAdaptable, imaginativeCan see the big pictureWeaknessesA bit reserved at firstOverlook others’ feelingsMay be rigid & unimaginativeCan focus on unimportant detailsSunshine Yellow Cool Blue
  • 27. Inspiring People,Delivering ResultsWeaknessesSlow to adapt to changeSeem to lack enthusiasmUnsure of themselvesReliant on othersStrengthsLove challengesWant to get things doneConfident of their abilityInfluence othersFiery RedStrengthsBuilds deep relationshipsNatural listenerSincere and warmPatientWeaknessesCan be seen as arrogantPoor listenerCan be too cold and pushyMay not let othersfinish speakingEarth GreenComplementary Styles
  • 28. Inspiring People,Delivering ResultsProfilesPersonal ProfileFoundation ChapterManagement ChapterEffective Selling ChapterPersonal Achievement ChapterInterview ChapterNick Fewings06/01/12
  • 29. Inspiring People,Delivering ResultsMeasuring our preferencesBLUE GREEN YELLOW REDPersona(Conscious)1.0417%3.2454%4.8881%4.7279%37.2%630BLUE GREEN YELLOW REDPersona(Less conscious)1.1219%1.2821%4.9683%2.7646%630PreferenceFlow10001005050
  • 30. Inspiring People,Delivering Results
  • 31. Inspiring People,Delivering ResultsRemember your card order?8-Type Colour Mix DescriptorsMOST LEAST TYPEInspirerHelperMotivatorReformerMotivatorDirectorObserverCoordinatorReformerSupporterCoordinatorHelper
  • 32. Inspiring People,Delivering ResultsInsights 72-type wheel
  • 33. Inspiring People,Delivering ResultsTeam WheelDeterminationMonitors PerformanceProduct KnowledgeResults FocusDecisiveAssertiveDriveEnthusiasmPositive ThinkingPersuasiveCreativePeople SkillsHelps OthersFlexibleShares IdeasSupportiveListens, LoyalTeam ApproachPlanningOrganisationTime ManagementSets StandardsProduct KnowledgeAnalysis
  • 34. Inspiring People,Delivering ResultsWheelPosn Blue Green Yellow Red        21 4.40 2.64 2.52 4.60        41 4.36 3.28 2.20 4.48        22 3.64 2.12 2.88 5.68        22 4.20 2.52 2.60 4.52        42 4.20 1.20 3.08 5.28        42 3.80 2.96 3.08 4.36        42 3.84 2.60 3.16 4.88        23 1.56 0.56 4.40 5.68        43 3.40 2.44 3.80 5.28        43 3.44 1.68 4.12 5.60        141 3.12 3.44 2.44 3.76        144 2.80 3.60 3.28 4.48        25 2.00 1.56 5.00 4.92        26 2.44 2.76 4.00 3.36        46 1.56 3.76 5.24 4.04        46 1.88 3.32 5.16 4.12        27 2.56 3.20 4.12 2.96        27 1.92 4.12 4.72 2.32        50 3.36 5.12 4.32 1.88        33 5.56 4.48 1.36 0.92        15 4.72 2.88 1.96 2.96        36 4.12 2.36 2.80 3.92        56 4.12 2.44 3.20 3.36        56 4.52 2.20 3.40 4.16        153 4.64 3.04 3.80 2.56        
  • 35. Inspiring People,Delivering ResultsTeam Average Scores3.45 2.81 4.00630Blue Green Yellow Red3.47
  • 36. Inspiring People,Delivering ResultseNgage!Defining TaskClear VisionGoal SettingTimescalesDrivingResponsibilitiesInnovation“How CanWe..?”MotivationIdeasOptimismImpact:- People- TeamsConsultationInclusionBringing peoplealongRiskassessmentProcessesMonitoringCheckingEvaluationDetailActionInspirationPeopleValuesPlanning
  • 37. Inspiring People,Delivering Results
  • 38. Inspiring People,Delivering Results
  • 39. Inspiring People,Delivering Results
  • 40. Inspiring People,Delivering Results
  • 41. Inspiring People,Delivering ResultsDay 2
  • 42. Inspiring People,Delivering Results
  • 43. Inspiring People,Delivering ResultsENGAGINGSTAKEHOLDERS
  • 44. Inspiring People,Delivering ResultsWho is my Audience?
  • 45. Inspiring People,Delivering ResultsThe Golden Rule
  • 46. Inspiring People,Delivering Results“People do not resistchange – people changeall the time. What peopleresist is having othersimpose change on them”Margaret WheatleyHarvard University
  • 47. Inspiring People,Delivering ResultsVision Skills FeedbackIncentives Action Plan+ +++ = CHANGEThousand (2000) adapted fromKnoster, T. (1991)Leading Complex ChangeSkills FeedbackIncentives Action Plan+++ = ConfusionVision FeedbackIncentives Action Plan+ ++ = AnxietyVision Skills Feedback Action Plan+ ++ = ResistanceVision Skills Incentives Action Plan+ ++ = FrustrationVision Skills FeedbackIncentives+ ++ = Treadmill++++
  • 48. Inspiring People,Delivering ResultsEffective Change ManagementThe Transition Curve
  • 49. Inspiring People,Delivering Results‘The Famous Five’Clarify The ChangeCommunicateInvolve StaffManage ResistanceTrack Progress
  • 50. Inspiring People,Delivering Results4. Communicate - FeedbackGoal directedAction orientatedTime focussedOne point of contactSmall task forceOpportunities to shareideasFace to faceVisualInvolvementDetailed writteninformationMeasures of successClear unambiguousmessagesLogical not emotiveWhat is expected ofindividualsSmall groupsAbility to givefeedbackQ & A sessions
  • 51. Inspiring People,Delivering Results
  • 52. Inspiring People,Delivering Results
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  • 55. Inspiring People,Delivering Results
  • 56. Inspiring People,Delivering ResultsTeamPerformanceAudit
  • 57. Inspiring People,Delivering ResultsTeam EffectivenessDiagnostic
  • 58. Inspiring People,Delivering ResultsA High-Performing Team?
  • 59. Inspiring People,Delivering ResultsA Team with Issues?
  • 60. Inspiring People,Delivering ResultsAreas Run 1 Run 2 Run 3 % diffParticipation 4.56 5.06 5.53 9%Acceptance 4.67 5.22 5.47 5%Objectives 4.87 5.33 5.40 1%Accountability & Commitment 4.25 4.83 5.33 10%Roles & Responsibilities 4.01 4.83 5.33 10%Atmosphere 4.76 5.11 5.20 2%Diversity 4.30 4.67 5.20 11%Direction 5.00 5.11 5.20 2%Review 4.20 4.56 5.07 11%Communication 4.68 5.00 5.07 1%Trust 4.43 5.00 5.00 0%Innovation 4.20 4.44 4.87 10%Decisions 4.10 4.83 4.87 1%Meetings 3.68 4.28 4.73 11%Process 3.95 4.39 4.73 8%Planning & Follow-through 3.87 4.44 4.60 4%
  • 61. Inspiring People,Delivering ResultsTeam 1Objectives 5.43Roles & Responsibilities 5.33Participation 5.19Trust 5.14Meetings 5.10Direction 5.05Accountability &Commitment 5.05Review 5.05Diversity 4.95Communication 4.95Atmosphere 4.90Acceptance 4.90Process 4.81Planning & Follow-through 4.76Decisions 4.71Innovation 4.43Team 2Participation 5.53Acceptance 5.47Objectives 5.40Accountability &Commitment 5.33Roles & Responsibilities 5.33Atmosphere 5.20Diversity 5.20Direction 5.20Review 5.07Communication 5.07Trust 5.00Innovation 4.87Decisions 4.87Meetings 4.73Process 4.73Planning & Follow-through 4.60Team 3Participation 5.11Objectives 5.07Roles & Responsibilities 5.04Accountability &Commitment 4.93Diversity 4.89Acceptance 4.85Direction 4.85Process 4.74Trust 4.67Decisions 4.67Atmosphere 4.63Communication 4.59Planning & Follow-through 4.56Meetings 4.48Review 4.41Innovation 4.26Team 4Participation 5.43Diversity 5.38Accountability &Commitment 5.38Atmosphere 5.29Acceptance 5.29Trust 5.19Review 5.14Roles & Responsibilities 5.14Direction 5.10Objectives 4.95Decisions 4.81Communication 4.76Innovation 4.71Meetings 4.71Planning & Follow-through 4.48Process 4.33Sub-team Results
  • 62. Inspiring People,Delivering ResultsThe Result• Multi-cultural project team of 30 with cultural issues• Broke down the cultural barriers• No clear leadership• Leader identified and agreed• Silo mentality and poor communication• Barriers removed and lines of communicationestablished• Poor understanding of common vision/goals• Vision agreed and goals clarified• Challenging work/life balance• Social events put in place and weekend activities• Low morale• Improved morale, self-esteem and buzz
  • 63. Inspiring People,Delivering Results"Through Colour Works, we have learnt a lot aboutourselves and the dynamics of the team. By sharingour individual profiles with each other and focusingon our team wheel we have been able to develop amuch better understanding of our different stylesand strengths and how they can be used tocomplement each other.  The team development days and Team Audits havehelped us to build better relationships and workmore effectively as a whole project team - ourcommunication is more open , collaborative workingis more focused and we have a greater appreciationof the contribution each member makes to the teamresulting in our project being back on track anddelivering against client needs"1 Month Later – Client Feedback
  • 64. Inspiring People,Delivering ResultsWhat You Can Do Next• Consider a Personal Impact workshop for you andyour team• Visit The Colour Works Community page atwww.thecolourworks.com for free tips, hints,articles, blogs on leadership, communication andteam-work• Sign-up to receive our regular Colour Workingnewsletter with lots of interesting articles andlearning
  • 65. Inspiring People,Delivering Resultsnick@thecolourworks.com07966 3069030845 045 0933LinkedIn: Nick FewingsTwitter: ColourfulNick