“How are you „wired‟ for change?”




         Realizing Change
Because things are the way they are,
things will not stay the way they are.
               Bertolt Brecht




          Co...
“Knowing your wiring systems -
  what to measure during change”
• Behavioral – 4 dimensions of Human Behavior

• Employee ...
Marston‟s Model
               Perceives Self as More Powerful


        D                                            i


...
Approach to Change
            Takes an Active Direct Approach




              Dominance               Influence

Takes ...
D-Dominance
Emphasizes:        shaping the environment by overcoming
                   opposition and challenges
Tendenci...
I-Influence
Emphasizes:        shaping the environment by persuading and
                   influencing others
Tendencies:...
S-Steadiness
Emphasizes:        achieving stability, accomplishing tasks by
                   cooperating with others
Ten...
C-Conscientiousness
Emphasizes:        working within circumstances to ensure quality
                   and accuracy
Tend...
“People Reading Tool”
• Are you a “driver” of change initiatives?

• Will you influence others to adapt to the changes?

•...
Trust with DiSC
                                              Strength       Limitation

Reliability                      ...
Dominance                 Influence
Challenge: How          Contacts: How
  does the culture        does the culture
  res...
Group Culture and Behavior

   Approaches and Reactions to
        Change Initiatives
The Upside and Downside of
         Change

    If you're in a bad situation, don't worry it'll change.
   If you're in a ...
Summary of how Behavior affects your
            Organizational “Wiring”

• People‟s perception of the environment and the...
• Human behavior is a reaction to other
  people, situations and events in the
  person‟s environment.

• Behaviors are ob...
•   Our goal is to provide our clients with the ongoing ability to reinvent how they
    do business, produce breakthrough...
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The Transpective Group Apqc Realizing Change March 2005 Houston Texas

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What\'s your wiring - are you wired for change?

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The Transpective Group Apqc Realizing Change March 2005 Houston Texas

  1. 1. “How are you „wired‟ for change?” Realizing Change
  2. 2. Because things are the way they are, things will not stay the way they are. Bertolt Brecht Copyright 2005 Transpective Business Consulting.
  3. 3. “Knowing your wiring systems - what to measure during change” • Behavioral – 4 dimensions of Human Behavior • Employee Expectations – are they met or unmet; spoken or unspoken • Organizational Stress Level – index, sources, susceptibility, symptoms • Cultural Equilibrium – safety, security and stability vs. change Copyright 2005 Transpective Business Consulting.
  4. 4. Marston‟s Model Perceives Self as More Powerful D i Perceives an Perceives a Unfavorable Favorable Environment Environment C S Perceives Self as Less Powerful Copyright 2005 Transpective Business Consulting.
  5. 5. Approach to Change Takes an Active Direct Approach Dominance Influence Takes an Takes an Assessing Accepting Approach Conscientiousness Steadiness Approach Takes a Reserved Indirect Approach Copyright 2005 Transpective Business Consulting.
  6. 6. D-Dominance Emphasizes: shaping the environment by overcoming opposition and challenges Tendencies: getting immediate results, taking action, accepting challenges, making quick decisions Motivated by: challenge, power and authority, direct answers, opportunities for individual accomplishments freedom from direct control, new and varied activities Fear: loss of control in their environment; being taken advantage of You will notice: self-confidence, decisiveness, and risk-taking Limitations: lack of concern for others, impatience, moving forward without considering outcomes Copyright 2005 Transpective Business Consulting.
  7. 7. I-Influence Emphasizes: shaping the environment by persuading and influencing others Tendencies: involvement with people, making a favorable impression, enthusiasm, entertaining, group participation Motivated by: social recognition, group activities, relationships, freedom of expression, freedom from control and detail Fear: social rejection, disapproval, loss of influence You will notice: enthusiasm, charm, sociability, persuasiveness expression of emotion Limitations: impulsiveness, disorganization, and lack of follow through Copyright 2005 Transpective Business Consulting.
  8. 8. S-Steadiness Emphasizes: achieving stability, accomplishing tasks by cooperating with others Tendencies: calm, patient, loyal, good listeners Motivated by: infrequent change, stability, sincere appreciation, cooperation, using traditional methods Fear: loss of stability, the unknown, change, unpredictability You will notice: patience, a team player, stability, methodical approach, calm, easy-going nature, concern for the group Limitations: overly willing to give, putting their needs last, resistance to positive change Copyright 2005 Transpective Business Consulting.
  9. 9. C-Conscientiousness Emphasizes: working within circumstances to ensure quality and accuracy Tendencies: attention to standards and details, analytical thinking, accuracy, diplomacy, and indirect approaches to conflict Motivated by: clearly defined performance expectations, quality and accuracy being valued, atmosphere is reserved and business-like, and articulated standards Fear: criticism of their work, slipshod methods, situations emotionally out of control You will notice: behavior that is cautious, precise, diplomatic, restrained, perfectionistic, and factual Limitations: overly critical of self and others, indecision because of desire to collect and analyze data, creativity hampered by a need to follow rules Copyright 2005 Transpective Business Consulting.
  10. 10. “People Reading Tool” • Are you a “driver” of change initiatives? • Will you influence others to adapt to the changes? • Will you provide a “steadying” presence when things appear chaotic? • Will you keep everyone on course when implementing new changes? • What “role” would you be best suited for on a “change implementation team”? Copyright 2005 Transpective Business Consulting.
  11. 11. Trust with DiSC Strength Limitation Reliability ____ ____ ____ ____ C S D i Acceptance ____ ____ ____ ____ S i C D Openness ____ ____ ____ ____ i D S C Straightforwardness ____ ____ ____ ___ D C i S DiSC is a registered trademark of Inscape Publishing, Inc. Copyright 2005 Transpective Business Consulting.
  12. 12. Dominance Influence Challenge: How Contacts: How does the culture does the culture respond to the influence others new problems to act differently, or challenges to be more brought on by consistent with change? the new changes? Conscientiousness Steadiness Constraints: How Consistency: How does the culture does the culture respond to new respond to the or changed new or changed rules and pace of the procedures environment, needed by the brought on by changes? the changes? Copyright 2005 Transpective Business Consulting.
  13. 13. Group Culture and Behavior Approaches and Reactions to Change Initiatives
  14. 14. The Upside and Downside of Change If you're in a bad situation, don't worry it'll change. If you're in a good situation, don't worry it'll change. John A. Simone, Sr.
  15. 15. Summary of how Behavior affects your Organizational “Wiring” • People‟s perception of the environment and their ability to alter or accept it determines their behaviors and actions. • Individuals interact dynamically with their environment, by responding to favorable or unfavorable conditions that reflect their personal power in relation to those conditions. Copyright 2005 Transpective Business Consulting.
  16. 16. • Human behavior is a reaction to other people, situations and events in the person‟s environment. • Behaviors are observed as a situation unfolds and the individual moves toward the emotional goal of dealing successfully with the situation. Copyright 2005 Transpective Business Consulting.
  17. 17. • Our goal is to provide our clients with the ongoing ability to reinvent how they do business, produce breakthrough results, and foster a culture of commitment, integrity, accountability and straight-forward communication on behalf of a more productive, profitable, and sustainable business. THANK YOU Bob Elliott Transpective Business Consulting, Inc. www.transpective.com Copyright 2005 Transpective Business Consulting.

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