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Fearless Change - Myths and Patterns of Organizational Change - Linda Rising

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We attend conferences or read books and articles discover new ideas we want to bring into our organizations; but we often struggle when trying to implement those changes. Unfortunately, those introducing change are not always welcomed with open arms. Linda Rising offers proven change management strategies to help you become a more successful agent of change in your organization. Learn how to plant effective seeds of change, and what forces in your organization drive or block change. In addition to using these approaches to change your organization, you can use them to become a more effective person. Come and discuss your organizational and personal change challenges. Linda shows how the lessons from her book, Fearless Change: Patterns for Introducing New Ideas, can help you succeed. Learn how to overcome adversity to change and to celebrate your improvement successes along with your organization's new found practices.

Published in: Leadership & Management
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Fearless Change - Myths and Patterns of Organizational Change - Linda Rising

  1. 1. Organizational Change Myths and Patterns for Evangelists Linda Rising www.lindarising.org linda@lindarising.org @RisingLinda
  2. 2. Why patterns? Giving a name to a recurring problem with a known solution means the names of related patterns can be used to have a conversation about the problems and solutions.
  3. 3. Fearless Change Patterns based on  Social psychology  Influence strategies  Evolutionary biology
  4. 4. Just out !
  5. 5. You’re not here to build software, you’re here to change the world. Jeff Patton
  6. 6. Myth #1: Smart people are rational.
  7. 7. Keep these patterns with you Take on a role Evangelist (not a fanatic) Create short-term goals: build on your successes and learn from your failures Just Do It Time for Reflection Small Successes Baby Steps
  8. 8. Myth #2: Good always triumphs over evil. (Just World Fallacy, one of our many cognitive biases.)
  9. 9. Do Food: A most under- appreciated pattern but one of my favorites !
  10. 10. Maria’s Rule There are very few problems that cake cannot solve. With special thanks to Morten Elvang
  11. 11. Myth #3: If I just had enough power I could make people change.
  12. 12. Threat, firing, killing are very effective but only get compliance. You want commitment.
  13. 13. You can buy a person's hand, but you can't buy his heart. His heart is where his enthusiasm, his loyalty is. You can buy his back, but you can't buy his brain. That's where his creativity is, his ingenuity, his resourcefulness. Stephen R. Covey The 7 Habits of Highly Effective People
  14. 14. Personal Touch: Each person is asking, “What’s in it for me?” You must address a genuine user need. Data does not equal empathy. Jeff Patton
  15. 15. Different people accept new ideas differently This is new so it’s cool! (Innovators--2.5%) It’s interesting, but I want to learn more. (Early Adopter--13.5%) I want to know what other people think. (Early Majority--34%) If I have to. I guess. (Late Majority--34%) We’ve always done it this way. (Laggards--16%)
  16. 16. Caveats about adoption curve  These are roles not people  There is a correlation with age, both for individuals and organizations  People can change. That is your job to encourage movement “up” the curve.  Imagine what it would be like if everyone were an Innovator !
  17. 17. Myth #4: Skeptics, cynics, resistors—THOSE people, well, they must be BAD or STUPID or BOTH!! Ignore them!!
  18. 18. Fear Less: Listen, really listen, and learn all you can. Respect and build on the resistance.
  19. 19. Seek first to understand, then to be understood. Stephen R. Covey The 7 Habits of Highly Effective People
  20. 20. Champion Skeptic: Encourage a resistor to play the important role of “Devil’s Advocate.” Treat this person as a valued partner in the change effort.
  21. 21. Myth #5: You’re a smart person, so you don’t need help from others. After all, it’s your idea!
  22. 22. Ask for Help: The idea is yours and you believe in it, but the change must NOT be “all about you.”
  23. 23. Sincere Appreciation: Recognize the contributions of others. A powerful influencer!
  24. 24. Power Thanks  Sincere  Timely  Detailed  Describe impact
  25. 25. Grateful people:  Have more energy and optimism  Are more resilient in the face of stress  Have better health  Suffer less depression  Are more compassionate, more likely to help others, less materialistic, and more satisfied with life.
  26. 26. There are other patterns in Fearless Change to help you introduce new ideas. This is just a start! Thanks!

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