2. "It is not the critic who counts ....
The credit belongs to the man who is actually in
the arena; whose face is marred by the dust and
sweat and blood; who strives valiantly...
who, at worst, if he fails, at least fails while daring
greatly; so that his place shall never be with
those cold and timid souls who know neither
victory or defeat."
Theodore Roosevelt, 1910
3. Understand how our response to change is
shaped
Examine the process of change
Define what influences the speed of adoption
Explore the role of leadership in change
initiatives
Discuss why change initiatives fail and a
model for success
4. Change comes faster and is more complex
Change is a dynamic process
Our response to change is varied
Our response to change influences others
Any single change will create additional
changes
7. To take a stand or exert force in opposition
Contributors
◦ Loss of control
◦ No perceived benefit
◦ Uncertainty
Exercise
8. “The capacity to recover quickly from
difficulties; toughness”
Improving our resilience enables us to better
manage future change
Contributors
◦ Defining what you can control
◦ Maintaining a positive attitude
◦ Grit
◦ Proactively taking action
9. Assess the situation at hand
Evaluate your response to the proposed
change
Consider solutions and actions
Define your steps
Take action
Be persistent in improving results
10. Create an environment of trust
Enlist Support
Speed adoption
11. At the Process Level
◦ Create a sense of urgency
Address crisis/opportunity and impact to team
◦ Build a coalition
Agree how to involve people in the implementation
Clarify who will do what and when
◦ Establish clear goals
Identify clear goals for the change
Clearly define and articulate a vision
12. At the Behavioral Level
◦ Anticipate resistance & build resilience
Based on knowledge or information
Emotional responses
Something bigger
◦ Acknowledge Factors that contribute to motivation
Pain
Need
13. Housing
Food & Water
Shelter & Safety
Belonging
Esteem from Others
Self Esteem
Self Actualization
Pay
Community
Prestige
Empowerment
Values & Meaning
14. ◦ Communicate
◦ Model behaviors
◦ Remove Roadblocks
◦ Celebrate small wins
◦ Institutionalize the change into culture
17. Celebrate Small Wins
Institutionalize into the culture
Unfreeze
Change
Refreeze
18. Not establishing urgency
Not creating a guiding coalition
Lacking Vision
Under-communicating the vision
Not adequately removing obstacles
Overlooking wins
Declaring victory too soon
Not anchoring change
Editor's Notes
Gender Considerations:
Women (Relationships)
Emphasis on preserving social harmony
Strategies focus on preserving relationships
Endorse collaborating and compromising more than men, favoring constructive over destructive approaches
Men (Rights)
Emphasis on autonomy and status
Strategies focus on maximizing individual outcomes
More likely to use destructive rather than constructive approaches, favoring self oriented strategies
The outlier is men’s preference for avoidance
What role does our reaction play in adoption?
Gap
Simon Sinek
Identify the characteristics/behaviors of those at the level of needing “esteem from others” and contrast those with the behaviors of those who have achieved Self Esteem.
Where are you and Why do you want to lead?
