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?
Human Component of Change• Managing Transitions • Proponents, adversaries and neutral majority• Stages of resistance• Focus on the “how”
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
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
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
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
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
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
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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