2013 Education Symposium & Expo - How Not to Fail in Your Change Initiatives
This document outlines common reasons why organizational change initiatives fail and provides guidance on how to succeed with change. It discusses that change efforts often fail because they do not address the real underlying problem, leadership is not fully committed to leading the change, and people are unclear about the change process. The document recommends that to succeed leaders must solve the real problem, courageously lead the change themselves through their actions, understand the stages of change, address resistance respectfully, and get people ready for change through open communication and treating them as adults. The overall message is that organizational change requires solving the real problem, strong leadership from the front, understanding how change happens, and preparing people for change.
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2013 Education Symposium & Expo - How Not to Fail in Your Change Initiatives
- 1. HERE WE DON’T GO AGAIN! HOW TO NOT FAIL IN YOUR CHANGE INITIATIVES THIS TIME! Dr. Sue Ebbers LuminEssence Change by Design October 16, 2013
- 2. QUESTIONS WE‟LL ANSWER TODAY 1. 2. 3. WHY is my organization failing to change (and what can I do about it?)? We are SO stuck in our department – how do we get „unstuck‟? EVERYONE knows we need to change…but how do we get everyone on board to actually DO it????
- 3. WHY IS MY ORGANIZATION FAILING TO CHANGE? Three Reasons You are not solving the real problem. Your leadership isn‟t leading. People are fuzzy about the change process (including, and especially, leadership!).
- 4. Current Result Desired Result Gap In Results YOU MUST SOLVE THE REAL PROBLEM The Real Problem!
- 5. Current Result Desired Result Gap In Results YOU MUST SOLVE THE REAL PROBLEM? The Real Problem!
- 6. Current Result Desired Result Gap In Results YOU MUST SOLVE THE REAL PROBLEM? The Real The Real Problem! Problem!
- 7. YOUR LEADERS MUST BE COURAGEOUS!
- 8. YOUR LEADERS MUST BE COURAGEOUS! Do it right. Don‟t demand overnight changes. That‟s just … well… wrong! Be in the boat with your team “Do as I do – AND as I say”. Stay the course.
- 9. UNDERSTAND CHANGE BEFORE YOU TRY TO CHANGE THINGS!
- 10. THERE ARE FIVE STAGES OF CHANGE… 2 ½ Stages are Invisible! Changing Consistently! Changed At Least Six Months! Determined to Change Thinking About Changing… Not Going to Change! Change Can Happen Even If You Don‟t See It!
- 11. MOTIVATION: COMMITMENT PLUS NECESSARY EFFORT
- 12. FIRST AND SECOND ORDER CHANGE
- 13. FIRST AND SECOND ORDER CHANGE
- 14. FIRST AND SECOND ORDER CHANGE
- 15. FIRST AND SECOND ORDER CHANGE Beliefs drive attitudes and behavior! “People learn when events violate their expectations. Watson: “People change when that violation matters to them enough to do something about it!” Ebbers:
- 16. WILLPOWER
- 24. STUCK???
- 25. IT‟S NOT YOUR PEOPLE (USUALLY)! More than 90% of the Time: Culture and Processes are the Problem!
- 26. HOW TO GET PEOPLE READY TO CHANGE (Talk to them and treat them like adults)…
- 27. RECAP
- 28. THANK YOU FOR YOUR TIME! Dr. Sue Ebbers, CEO LuminEssence Change by Design ebbers@changebydesign.us 850.445.6303
Editor's Notes
- You know most of these things –somewhere along the way, someone told you that you were wrong!
- You know most of these things –somewhere along the way, someone told you that you were wrong!