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5 Keys to Leading Change


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If you are a leader who has struggled to get people onboard with a business initiative, check out this short presentation to discover the five keys to leading the people-side of change.

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5 Keys to Leading Change

  1. 1. 5 Keys to Leading Change Leadership Strategies with Hilary Potts
  2. 2. Unlock the Potential 5 Keys to Leading Change Through Others
  3. 3. In this segment, we’ll cover how to unlock the potential in your organization by implementing five keys to leading change. It’s a framework that my clients find very effective in thinking, strategizing, planning, and executing change initiatives. It helps leaders move from the business concept to determine what people need to do and say to make the plan a reality.
  4. 4. The Challenge Making Change Happen Based on historical statistics, 70% of change initiatives will fail Source: Harvard Business Review:
  5. 5. CHALLENGE #1 Delivering Results
  6. 6. Trying to Enhance Results Every leader is trying to figure out how they can enhance performance, grow their business, improve how work gets done and do that as efficiently and effectively as possible. The challenge is that to achieve results means something needs to change, and people are a major factor in that change. But here is the challenge….
  7. 7. CHALLENGE #2 Getting People Working in the New Way
  8. 8. People are a Key to Leading the Changes Most people want to results of change, but when it comes down to making the changes, most people don’t want to be changed. Some leaders admit that they struggle with getting others to accept and follow through on strategic changes. Depending your vantage point, change can be interpreted differently.
  9. 9. Enterprise Perspective At the enterprise level, you have a high-level view of the entire business. You can get a good sense of how groups work together and how activities fit together. However, be careful not to over-generalize what people may be experiencing.
  10. 10. Group or Team Perspective When looking at business teams or functional areas you can see the handoffs and how work gets accomplished within the group. You can see how working relationships and ways of working are helping or hindering the team’s performance.
  11. 11. Individual Perspective Each person will react differently to change – the physical, mental, emotional aspects of accepting and moving to action. When you view change at the individual level you can directly coach and give feedback to enhance and individual’s contribution.
  12. 12. CHALLENGE #3 Unexpected Problems & Challenges
  13. 13. Managing the Bumps in the Road There are bound to be complications and issues which can distract and deter a leader and the organization. Leaders need a way to size up the situation quickly. Facing change, and knowing how best to lead change is a powerful skill and set of tools to have in your leadership toolkit.
  14. 14. The Solution A Strategic Approach to Change
  15. 15. Leader Change Framework The 5 Keys to Leading Change Through Others
  16. 16. Over the decades in my work I’ve found that there are these five key aspects, what I call the Five Keys to Leading Change which is a framework for leaders to assess their change challenge and develop actions to move forward. We’re going to cover each of the areas, so you get a better understanding of this approach. If you want more detail, I cover these components in The Truth About Change.
  17. 17. 1) Agreement & Alignment
  18. 18. Agreement & Alignment Gain agreement around a shared vision and approach by discussing what’s changing and why it is important to make these changes. Expect people to see a strategy and decision from different perspectives. Test your decisions before moving ahead. Develop agreement about “what” you are doing and alignment about “how” to carry out the plan. Just because a leader tells the group about a new strategy doesn’t mean that people will fall in line and start working in the new way.
  19. 19. 2) Acceptance
  20. 20. Acceptance Provide information and a safe place for people to talk about the changes. Listen to questions and concerns to help people process the changes. Be clear on what is expected of people and help them see the benefits of the change. Get people engaged in the way forward. When we communicate in a way for people to absorb what is going on and how it impacts them, people can move to the third step – adopting and taking action. It’s one thing for people to be aware of and understand a change. It’s another to accept, and be willing to adopt and be part of the change. To build acceptance..
  21. 21. 3) Actions
  22. 22. Actions Identify the new behaviors to implement the change, so people know what to do to work in concert with one another. Define your role and actions to encourage, reinforce, and aid others in adopting new actions. Listen to the challenges people are facing and find ways to help them move to action. If you want new or different results, then the actions or behaviors you and your people are performing MUST change.
  23. 23. 4) Accountability
  24. 24. Accountability Ensuring the new behaviors are understood Giving people a safe place to test and try out the new actions Being available as the coach and guide to reinforce new behaviors It is SO much easier for people to ‘want’ to be part of the change versus feeling they need to comply when leaders take accountability for…
  25. 25. 5) Acceleration
  26. 26. Acceleration Stay visible and active in shaping the changes. Remove obstacles and address issues early – help others when they try a new action and feel like it’s not working. Ask questions, listen, AND provide positive feedback to shape the new way. To accelerate results requires others and you to change and adapt. Here are three simple actions you can take to support the change:
  27. 27. If you are only looking for the end result, it can be difficult to find something working in the midst of implementing changes. Before jumping into the laundry list of what isn’t working – start with 2-4 things that are working and then pick and choose the 1-2 things to address. Celebrating Success
  28. 28. 5 Keys to Leading Change 1. Build agreement and alignment across the team. 2. Help people overcome resistance to accept the new way. 3. Pave the way for new actions. 4. Build accountability for the new way by giving ample feedback and encouragement. 5. Accelerate the change process through your actions and engagement.
  29. 29. Looking for More Tips? Download the Leader Change Toolkit Now…
  30. 30. Inside the Toolkit You’ll Find… • Ways to Prepare to Lead a Strategic Change • 5 Keys to Leading Change • Change Leader Behaviors to Lead Your Next Strategic Initiative
  31. 31. For more information contact: Hilary Potts The HAP Group © The HAP Group, All Rights Reserved