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Change is Good You go First

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Sky diving. Bungee jumping. Implementing change. They are all good ideas, but who wants to go first? When it comes to most employees, the usual answer is: “Not me!” How then, can your organization get better, compete and grow?

In today’s highly competitive and uncertain environment, implementing strategic change is vital. Yet, seven out of ten initiatives fail to deliver the desired results. You and your team must overcome resistance to change, develop effective habits and focus on what’s right, not who’s right.

In this webinar, author and consultant, Juan Riboldi reveals the five keys for overcoming resistance to change. Learn how effective leaders gain wide-spread commitment for making strategic initiatives produce significant returns in 100 days and over time.

By the end of this webinar you will know how to:

• Create a powerful coalition of allies
• Build common purpose around a shared vision
• Focus the organization on the most vital priorities
• Develop a critical number of change champions
• Maximize the value of your resources

Join us for an informative and engaging presentation from the expert in mastering change—Juan Riboldi. Bring up your questions and receive sound advice to lead change in your organization.

To learn more about Ascent Advisor visit us at: www.ascent-advisor.com

Published in: Business, Technology
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Change is Good You go First

  1. 1. W E B - S E M I N A R<br />Change Is Good<br />. . . You Go First! <br />The Five Keys for Overcoming Resistance to Change<br />Based on recently published research by Juan Riboldi<br />The Path of Ascent:<br />The Five Principles for Mastering Change<br />
  2. 2. What We Do<br /><ul><li>We work with progressive leaders</li></ul> at the fastest growing companies<br /> seeking for performance breakthroughs<br /><ul><li>We take organizations on The Path of Ascent</li></ul> to achieve significant and sustainable results<br /><ul><li>We build the organization’s capacity</li></ul> for mastering change in 100 days<br />
  3. 3. Contents<br />Mastering Change at Work<br />Change Is Good . . . You Go First!<br />Understanding Resistance<br />Facilitating the Change Process<br />Responding to Change<br />Developing Change Champions<br />© Ascent Advisor, Inc. All Rights Reserved.<br />3<br />
  4. 4. Change Is Good . . .<br />Whether a change is<br />for better or worse<br />is your choice.<br />You Go First!<br />© Ascent Advisor, Inc. All Rights Reserved.<br />4<br />
  5. 5. Change is Inevitable<br />Growth is Optional<br />© Ascent Advisor, Inc. All Rights Reserved.<br />5<br />
  6. 6. Making Change Work<br />Seven out of ten<br />change initiatives fail to<br />deliver the desired results.<br /> WHY?<br />?<br />?<br />?<br />© Ascent Advisor, Inc. All Rights Reserved.<br />
  7. 7. Reading People<br />What People Say:<br />“I understand the system,<br />but it seems not everyone does.”<br />“We are only as good as our last customer experience.”<br />“I don’t want to take hours away from my co-workers.”<br />What Do Really They Mean?<br />© Ascent Advisor, Inc. All Rights Reserved.<br />7<br />
  8. 8. Looking for Root Causes<br />TIP OF THE ICEBERG:<br />“Why this now?”<br />“It’s not clear to us yet”<br />“We’ll need more training”<br />“It’s not what I expected” <br />“It’s taking too long!”<br />WHAT LIES UNDERNEATH:<br />Low Trust<br />Lack of Focus<br />Poor Capability<br />Weak Commitment<br />Delayed Results<br />© Ascent Advisor, Inc. All Rights Reserved.<br />8<br />
  9. 9. The Root Causes<br />© Ascent Advisor, Inc. All Rights Reserved.<br />9<br />
  10. 10. All change challenges<br />point to five root causes.<br />You can change effectively by<br />addressing the root causes.<br />© Ascent Advisor, Inc. All Rights Reserved.<br />10<br />
  11. 11. There’s no such thing as<br />resistance to CHANGE.<br />There’s only<br />resistance to PAIN.<br />When making a change,<br />first consider what the other person wants.<br />© Ascent Advisor, Inc. All Rights Reserved.<br />11<br />
  12. 12. Research Background<br /><ul><li>50 publicly traded organizations
  13. 13. Drastic change in the last 15 years
  14. 14. Ranked by level of success
  15. 15. Goals Met and Sustained
  16. 16. Compared the top and bottom 10
  17. 17. Found the difference between </li></ul> the Change Masters and Failures <br />© Ascent Advisor, Inc. All Rights Reserved.<br />12<br />
  18. 18. Research Findings<br />400% Average Difference!<br />1,000% Maximum Difference!<br />© Ascent Advisor, Inc. All Rights Reserved.<br />13<br />
  19. 19. Key Point:<br />Effective change<br />produces huge returns.<br />4 X ROI<br />The Path of Ascent - © Ascent Advisor, Inc. All Rights Reserved.<br />5/26/2011<br />14<br />
  20. 20. Recognizing the Course<br />Change Masters<br />Change Failures<br />© Ascent Advisor, Inc. All Rights Reserved.<br />15<br />
  21. 21. Recognizing the Course<br />Change Masters<br />Change Failures<br />© Ascent Advisor, Inc. All Rights Reserved.<br />16<br />
  22. 22. Recognizing the Course<br />Change Masters<br />Change Failures<br />© Ascent Advisor, Inc. All Rights Reserved.<br />17<br />
  23. 23. Key Point:<br />Effective change<br />follows a different path<br />from the beginning. <br />The Path of Ascent - © Ascent Advisor, Inc. All Rights Reserved.<br />5/26/2011<br />18<br />
  24. 24. Our Approach<br />The Ascent Process<br />The 5Es for Mastering Change<br />The Ascent Process is grounded on over 20 years of<br />practical experience and reliable research<br />in the field of organizational change.<br />
  25. 25. Applying the Ascent Process<br />20<br />Envision:<br />Create the story of<br />success<br />Low <br />Trust?<br />Build Common<br />Purpose<br />1<br />Evaluate:<br />Seize the opportunity<br />for change<br />Lack<br />Focus?<br />Clarify<br />Direction<br />2<br />Empower:<br />Develop capacity from<br />strengths<br />Poor<br />Capability?<br />Develop<br />Capacity<br />3<br />Engage:<br />Inspire teamwork<br />and commitment<br />Weak<br />Commitment?<br />Inspire<br />Commitment<br />4<br />Evolve:<br />Achieve increasingly<br />better results<br />Delayed<br />Results?<br />Achieve<br />Results<br />5<br />
  26. 26. Sponsor Profile<br />Roles we play based on level of Influence and Commitment for change<br />Allies<br />Fence<br />Sitters<br />Blockers<br />Followers<br />Challengers<br />INFLUENCE<br />COMMITMENT<br />© Ascent Advisor, Inc. All Rights Reserved.<br />21<br />
  27. 27. Allies<br />The Role of Allies:<br />Allies<br /><ul><li>An Ally is an active supporter of the change
  28. 28. Allies have positive attitudes towards the change
  29. 29. Allies are willing to play a role during the implementation process
  30. 30. A strong Ally is a formal or informal leader in the group</li></ul>How to Engage Allies?<br />© Ascent Advisor, Inc. All Rights Reserved.<br />22<br />
  31. 31. Followers<br />The Role of Followers:<br /><ul><li>A Follower is a friendly supporter of the change
  32. 32. Followers are generally open to change
  33. 33. Followers are willing to lend their votes in support of the process
  34. 34. As a group, Followers can be very influential</li></ul>Followers<br />How to Engage Followers?<br />© Ascent Advisor, Inc. All Rights Reserved.<br />23<br />
  35. 35. Challengers<br />The Role of Challengers:<br /><ul><li>A Challenger is either not committed, or decidedly opposed to the change
  36. 36. Challengers have reasons to believe the change is not good, or likely to fail
  37. 37. When Challengers gain a new perspective, they become the strongest advocates
  38. 38. Challengers, as an organized group can present significant resistance </li></ul>Challengers<br />How to Engage Challengers?<br />© Ascent Advisor, Inc. All Rights Reserved.<br />24<br />
  39. 39. Blockers<br />The Role of Blockers:<br /><ul><li>A Blocker is decidedly opposed to the change
  40. 40. Blockers are convinced that the change is not good, or likely to fail
  41. 41. Blockers will use their influence to prevent the change from happening
  42. 42. The most powerful Blockers, will mask their true identity, to further their cause </li></ul>Blockers<br />How to Engage Blockers?<br />© Ascent Advisor, Inc. All Rights Reserved.<br />25<br />
  43. 43. Your Team’s Profile<br />Mark the level of influence and commitment you anticipate from each person in your team.<br />Allies<br />Fence<br />Sitters<br />Blockers<br />Followers<br />Challengers<br />INFLUENCE<br />COMMITMENT<br />© Ascent Advisor, Inc. All Rights Reserved.<br />26<br />
  44. 44. Prepare to Respond<br /> Based on the responses you anticipate, how can best engage members in your group?<br />© Ascent Advisor, Inc. All Rights Reserved.<br />27<br />
  45. 45. Going Up?<br />We become fully engaged when we commit to a cause greater than ourselves.<br />© Ascent Advisor, Inc. All Rights Reserved.<br />28<br />
  46. 46. Barefoot Doctors<br />© Ascent Advisor, Inc. All Rights Reserved.<br />29<br />
  47. 47. Manager vs. Change Champion<br />Manager<br />Change Champion<br /><ul><li>Formal authority
  48. 48. Responsible for achieving results
  49. 49. Manages the team performance
  50. 50. Influence
  51. 51. Responsible for helping others achieve results
  52. 52. Facilitates the team’s performance improvement</li></ul>© Ascent Advisor, Inc. All Rights Reserved.<br />30<br />
  53. 53. Roles of Change Champions<br />Change Agent<br /><ul><li>Introduces new ideas, better ways of doing things, and focus</li></ul>Results Catalyst <br /><ul><li>Gets results by applying principles rather than policy or authority</li></ul>Living Example<br /><ul><li>Serves as role model, demonstrating desired behaviors, walks the talk</li></ul>Facilitator<br /><ul><li>Brings together tools, information and resources to achieve group goals</li></ul>Barrier Buster <br /><ul><li>Breaks down artificial barriers, opens doors, challenges status quo</li></ul>Business Analyzer <br /><ul><li>Sees the big picture, identifies opportunities, advocates for the customer</li></ul>Coach<br /><ul><li>Teaches others, helps others develop their full potential, ensures accountability</li></ul>Leader<br /><ul><li>Leads through influence, energy and enthusiasm</li></ul>© Ascent Advisor, Inc. All Rights Reserved.<br />31<br />
  54. 54. Consider your daily actions:<br />What example do you set?<br />What cues others take from you?<br />What do you need to change?<br />By changing ourselves,<br />we change how others respond to us.<br />Be the change<br />you want to see happen.<br />~Gandhi<br />© Ascent Advisor, Inc. All Rights Reserved.<br />32<br />
  55. 55. W E B - S E M I N A R<br />Change Is Good<br />. . . You Go First! <br />The Five Keys for Overcoming Resistance to Change<br />Based on recently published research by Juan Riboldi<br />The Path of Ascent:<br />The Five Principles for Mastering Change<br />

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