How to Avoid the Mistakes that Derail Change InitiativesCatharine Wright, Chief Change Catalyst
The Four C’s of Change
Time and FocusSpeculate where the percentage of time and focus is generally placed   Component                            ...
Human Component of Change•   Managing Transitions •   Proponents,     adversaries and     neutral majority•   Stages of re...
Top 10 Mistakes to Avoid1.   Absence of solid sponsorship2.   Resources not assigned to manage      the change3.   Insuffi...
Top 10 Mistakes to Avoid         • Ineffective communication practices;            lack of timely and effective feedback  ...
Best Practices – Sponsorship & 3Ps• Highly engaged executive sponsorship   – Cultural alignment   – Clear case for change ...
Best Practices ‐ Communicate•   Focus on silent majority•   Use different channels of communication•   Be careful how you ...
Best Practices – Manage Resistance•   Plan for it•   Target early wins•   Uncovering resistance is good •   Make it safe t...
Best Practice      MeasurementSurvey – employees, customersReasons why important • Need to know if you are getting   the r...
Final Word   • Understand/manage endings and      their impact on people   • Work from a mindset of “thriving      in chan...
Catharine Wright - Mistakes that Derail Change
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Catharine Wright - Mistakes that Derail Change

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Catharine Wright - Mistakes that Derail Change

  1. 1. How to Avoid the Mistakes that Derail Change InitiativesCatharine Wright, Chief Change Catalyst
  2. 2. The Four C’s of Change
  3. 3. Time and FocusSpeculate where the percentage of time and focus is generally placed Component % of Focus             % of Time Articulating Case _______  _______ Deciding Content _______ _______ Managing Complexities _______ _______ Mobilizing Commitment  _______ _______What would be a more ideal division of time and focus?
  4. 4. Human Component of Change• Managing Transitions • Proponents,  adversaries and  neutral majority• Stages of resistance• Focus on the “how”
  5. 5. Top 10 Mistakes to Avoid1. Absence of solid sponsorship2. Resources not assigned to manage  the change3. Insufficient planning and role clarity4. A culture of distrust; have a negative  change history5. The context for change is not fully  understood
  6. 6. Top 10 Mistakes to Avoid • Ineffective communication practices;  lack of timely and effective feedback • Little or no attention to transition;  resistance not anticipated / managed  • Too many changes too quickly • Lack of accountability • Giving up too soon
  7. 7. Best Practices – Sponsorship & 3Ps• Highly engaged executive sponsorship – Cultural alignment – Clear case for change  – Experience with coaching  – Commitment of resources – Involved and visible • Plan, people and processes in place – 3Ps – Communicate more and more often
  8. 8. Best Practices ‐ Communicate• Focus on silent majority• Use different channels of communication• Be careful how you use technology• Get out of your office; communicate directly• Resist email• Build/test for understanding; else no acceptance• Invite feedback and ideas – let people influence; maximize  choice along the way• Use coercion; don’t abort
  9. 9. Best Practices – Manage Resistance• Plan for it• Target early wins• Uncovering resistance is good • Make it safe to express • Provide good coaching • Understand the source of their resistance• Don’t try to eliminate it • Different stages of resistance
  10. 10. Best Practice MeasurementSurvey – employees, customersReasons why important • Need to know if you are getting  the results expected• Creates the case for further  initiatives• Tells a story that reinforces  change mindset
  11. 11. Final Word • Understand/manage endings and  their impact on people • Work from a mindset of “thriving  in change.” • Develop capacity and capability • Make accountability for results  and coaching around people’s  “humanness” the heart of your  approach
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