Dealing with unfair behaviors

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This presentation shows you how inappropriate attitudes and unfair behaviours are destroying change programs. It not only limits the success of change, but usually leads to program failure. We also give you some food for thoughts on how to best manage difficult stakeholders and use behavior change models.

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Dealing with unfair behaviors

  1. 1. Dealing with unfair and inappropriate behaviours Yves Zieba Version: 0.2 Jeudi 12 Avril 2012, 10:30
  2. 2. Why this topic matters to you ? • It can radically change the outcome of your program – It can make you win/lose a coalition – On the leading edge of relationship and stakeholder management – No black and white, there are many shades of grey in the area – Different people have different tolerance / limit level
  3. 3. What is fair ? What is appropriate ? • • • • Honest Equitable Balanced Just • Suitable to the social situation, respect or discreetness • The right message, the right wording, the right time, the right place, the right situation, the right tone, the right body language
  4. 4. « There is no change until there is a change in behaviour » « If you want to change the behaviour, change the beliefs »
  5. 5. « Unfair Behaviour » as a new risk category ? • Project execution risk – Stakeholders not attending / boycotting your meeting / not approving / not authorising • Reputation risk – Should you let anyone speak negatively about your project ? • Team spirit risk – Bad behaviour from stakeholders can destroy the morale and the motivation of your troops • Risk Response: Issue Social Media guidelines to define what should be the acceptable behaviours.
  6. 6. Each stakeholder has a different attitude and behaviour • How to identify behaviour issues ? • Recognise when behaviours are coming from diverging interests or personal conflicts unrelated to the project. • How to interpret bad behaviours • How to change behaviours ? – How to enforce simple rules like respect, honesty ? – How to confront recidivists ? – How to deal with more serious cases ?
  7. 7. Illustrations: Behavior Change Techniques (BCTs) to mitigate risks • Taxonomy of behavior change technics • Some nice mindmap displays
  8. 8. Conflict Resolution and Escalation Process • Does your company have one ? • What is the appropriate tolerance level to assertiveness / agressivity ? • If you feel opressed, speak up! 1. Talk with the individual openly and firmly 2. If the situation continues, talk to your manager and HR, ask for internal mediation 3. If the situation continues, write a formal letter to HR 4. HR may or may not intervene as they may be reluctant to decide, may disagree with the interpretation with management
  9. 9. Feedback • Each team to present 1. Please describe the issue from the different viewpoints, using adjectives (sexist, insulting, pressurising, offensive, ambiguous…) 2. Explain the situation precisely in terms of behaviours, feelings and beliefs, the exact words used, the place, the time, the reaction. 3. What happened in reality ? 4. How could you prevent this from happening ? 5. How to adress the issue if it has already happened ?
  10. 10. Final quote (my favorite) • A poor leader is despised for tyranny • A good leader is praised for community • But a truly great leader, they will say « we did it ourselves ».

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