70 fail is an urban myth yet change rates remain horrible…
What is the nature of change? Like a batting average where 1/3 is excellent?
Do business consider these factors in ROI/ cost-benefit/ capital budgeting?
Capital budgeting, estimating ROI, prioritizing use of capital and resources
Worse idea ever – that part of an organization is static… Worse change theory ever – unfreeze, change, refreeze….. Kurt Lewin – a brilliant sociologist, who was complete wrong about change DID HE do his research in IOWA??/ that would explain why he thought things didn’t move
May seem a trivila point…
PSYCHOLOGICAL RESPONSE TO CHANGE – THIS SHOULD NOT BE HAPPENING
THE WAY WE DESIGN BUSINESS LEARNING… AS FAR AS I CAN TELL, NO MAJOR MBAS HAVE MUCH TO OFFER STUDENTS ON MANAGING AND LEADING CHANGE
Gave 10 year olds a challenge – some went wow a challenge…. Bring it on!
Those that see this as a test of intelligence which they might fail…
And sometimes cheated, sometimes comparison….
POWER OF YET….. NOTE GOOD OR NOT GOOD, GOOD OR NOT YET…
Growth mindset has been “seen” by brain imaging…
How we think about talent… - got it or don’t… - people with right sorts of attitudes…. One of the things should be recruiting… Structures that keep fixed mindset in place
Almost true to say that punishment does not work at all… - short term - very deleterious long-term effects
Wish I had $25 bucks for every time someone in my MBA class said “we need incentives to… work/ innovate/ produce…” - we do not! All labor has dignity, MLK but Karl Marx…. - working is what gives our lives meaning (recall definition of flourishing) - working together (collaborating to do great things) is what Marx said was a special endowment of our humanness
Rewards do not work as we expect The movers Pay for performance Stock options Praise
Consider this thought experiment – perhaps based on 25 year old version of yourself…. If you had had $25m at that time, would or would you not have worked?
What about rewards? - withdrawing reward worse than punishment - intrinsic versus extrinsic motivation (link to engagement) - little evidence that PRP works… (enormous literature I BETTER CHECK) - little evidence that stock options work (QUOTE FROM PFEFFER)
Hand hygiene performed • Appropriate skin prep* o Chlorhexidine gluconate (CHG) for patients ≥120 days old o CHG for patients < 120 days old when either there is no contraindication to CHG or contraindication is unknown o Povidone iodine, alcohol, CHG, or other specified for children
Anecdote from British Airways
Leaves individual with choice Steers choice toward their good, or common good (or both) Organ donation Savings plans Health behaviors
2-year course in Change Agent Skills… Usually supplemented by 1-2 years training in facilitation/ coaching…
Business is the most important force for good (or bad) on the planet…
We have seen over and over again how much harm in can do… from Thalidomide in the 1950s to the crash of 2007 and Deepwater Horizon Everyday we enjoy the fruits – produced largely by businesses in the 53 trillion world economy
Business reaches places on the globe that “angels fear to tread” – sometimes doing great good, sometimes great harm
Humankind and our world are poised upon a knife edge… Robotics, AI, climate change, poverty, GMO, drones… so much can go well, or so much wrong
Without business there would have been no widespread steam engine, or motor car, or telegraph, or laser, or semiconductor… when technology is made available to all, it is bc business finds a way to scale it Wihtout business there would be no selfie stick…
But I want more than businesses who blindly develop technologies without pausing for thought… I want their decisions tempered by wisdom, by values, and by ethics…
Role of science in society, and in business is under fire….
What we have is the politicization of everything… expertise is always seen as skewed, in almost every field, matters of policy become Political power struggles…
When the WHO released its study on meat (which was actually a study of hundreds of studies), the scientists remarks were challenged by a spokesman for the cattle industry When scientists with 30 years experience and two Phds talk about vaccination, the counterpoint is provided by a television star When climate science is presented, the public relations machine of the oil industry goes into high gear
Science is flawed – but for making some kinds of decisions, it is by far the greatest test There is a new trend in medicine – evidence based medicine – now there are schools of evidence based policy, and evidence based education, and evidence based management
Perhaps most important thing about business is people work there!!!!!! From 20-70 you might spend 100000 hours at work, if you are French, if American, perhaps twice that… We give our life blood, the finest years of our lives to enterprises… we need to design enterprises that treat people as if that were so
Nozick – Harvard philosopher invented PLEASURE MACHINE…. Would you go into it? Shows that something other than pleasure (happiness) has value…
Think we need to go beyond notions of happiness – to what Greeks called Eudaimonia…. Roughly human flourishing…. Engagement, fulfillment, success, and hedonic pleasure (positive affect)
Greeks taught us that focusin on happiness was the fastest way to becoming unhappy As a consequence of this (silly) idea – that we should make ourselves feel good, we end up feeling bad And because we think we should feel better, we consume in the hopes we can
More than just individual benefits – need to look beyond narrow self-interest – to generations to come, and to fellows on foreign shores
Agile enterprises, creating a growth culture, and changing behaviors
GETTING BETTER AT CHANGE TO PROMOTE HUMAN
Paul Gibbons Author
Paul G Gibbons
Change agility refers to flexibility,
adaptability, innovation, and excellence
in executing change in response to
disruptive threats or strategic
What is change agility?
Mindset is “change is what we do… always”
Change readiness and capability (KSA) are critical
Dynamic flow of ideas, problem solving,
knowledge from entire organization
Operationally adaptable, strategically nimble
Resistance to change is an archaic concept
Each change program strengthens the business
Change agility questionnaire
1. What percentage of leadership are competent at leading change?
2. How thoroughly are previous change lessons incorporated?
3. To what extent is major change welcomed, or feared?
4. To what extent to leaders see their role as creating change-agile workplaces?
5. The business has flexible structures and processes that can respond quickly?
6. Do ideas permeate the business from outside, and flow from the bottom
7. Is there is a culture of experimentation, prototyping, pilots, and iteration?
In complex system, change can
only happen as quickly as the
- to change mindset needs to be
reinforced by changed behavior,
culture, and supporting structures
- to change behavior, you need to
change culture, and supporting
structures (HR policies)
- to change “hard” aspects
(processes, structures), culture,
mindset and behaviors need to
Intelligence can be
… persist in face of setbacks
… see effort as the path to
mastery (not talent)
…learn from criticism
… find lessons and
inspiration from success of
Intelligence is static
… give up easily
… see effort as fruitless
…ignore useful negative
… feel threatened by
success of others
Growth mindset to growth culture
We want perseverance, rising to challenges, creativity in the face of challenges, learning
“A for effort” is derisory!
Do not praise intelligence or talent… “she is super smart…” “good job”
The struggle is where the learning happens… “helping kids with homework…” in business,
call for the consultants!
Think about HR – even the world “talent”
Should we be rewarding “growth” or “effort” rather than performance?
Growth culture questionnaire
1. What do you think of growth mindset/ growth culture as concepts?
2. Are they useful to businesses?
3. What outcomes that we desire would be promoted by a growth culture?
4. What are the implications for HR/ strategy of the growth mindset?
5. What specific structures, processes would have to change to implement
Three bits of research
It takes about two months…
Building the habit more important than “reps”
Small changes are sustainable
They build momentum
They build self-confidence
They build automaticity
When I get home, I will instantly go for 30m
The instant I get to the office I will
30m before a client meeting, I will always…
The first thing I do after lunch is
When I check into a hotel, I will….
The power of a 30 day challenge
Most highly effective people can do anything for 30
Gets competitive juices flowing
30 days is enough time to have transformative effect,
but short enough so it doesn’t feel like a jail sentence
We are going to pick a 30-day challenge
to global corporations
leader on business
One-day program called
LEADING AND MANAGING
CHANGE IN THE 21ST
CENTURY, February 24th, in
Three-day version offered in
Denver in the Spring
Custom-tailored versions for
Paul G Gibbons
Paul Gibbons Author