Elements of change

What elements can influence the
ability and willingness to change?
Bergen Lean & Agile Leadership (People, Product and Project)
Meetup Jan 7 2020
Thanks for hosting
https://www.linkedin.com/in/nikolaskallas/ nikolas.kallas@gmail.com

The introduction
Every executive wants continuous improvements in her organization. They understand the need and
are often willing to do it, but do not know the "how's". You as a Lean Agile prophet suggest some
receipts, but fail to convince them and conclude: "They say they want to change, but not really willing
to change".
In this workshop, Nikolas Kallas, Vice President Products at StormGeo and Hussam Ahmad,
Development Manager at Tryg will guide us through the discussion, experiences, how to deal with
such cases, build the buy-in and:
- Create a common understanding of the current situation and the desired goals by aligning strategy
and execution
- Create clarity on the way forward from where you are and up to your destination
- Cause the series of changes to happen, inspect and adjust on the way
- What elements can influence the ability and willingness to change?

Types
CHANGE Ability
Willing-
ness
8 steps

We talk a lot about change, which
shows that we dare to think big.
Besides, I try to put the change into a
good story and tell it. But it is also
important to always involve
employees in the change processes. It
may be that 80 percent think the
change is right, while the remaining 20
hesitate. Then my job is to let these
people have a voice and be heard. As a
leader, I must also accept that changes
do not always go as quickly as I would
like, and we often need to take the
time to help. It can sometimes be a
challenge for an impatient soul. I also
work on learning how to choose my
battles.

Persistance and patience is needed in the change process

Three major types of change
1. Developmental change, typically improving current business
procedures
2. Transitional change, typically replace existing processes with
new
3. Transformational change, typically completely reshape strategy
and processes
What is change in a corportate organisational setting?

What is change in a corportate organisational setting?
• improving existing billing and reporting methods
• updating payroll procedures
• refocusing marketing strategies and advertising processes
Developmental
Change
• experiencing corporate restructures, mergers and aquisitions
• creating new products or services
• implementing new technology
Transitional
Change
• implementing major strategic and cultural changes
• adopting radically different technologies
• making significant operating changes to meet new demands
• reforming product and service offerings due to revenue drop
Transformational
Change

Ability by
the change agent
Willingness
Willingness

Some realities if you advocate for change, and that can impact your ability to get
things through with leaders and collegues
You wont be popular
You’ll need leadership buy-in
Your reputation will follow you
It’s up to you to be proactive in identifying and defusing conflict, to keep
an open mind, and to empathize with and aid the employees around you
who feel threatened by the change to ensure that their employment,
status, or well-being in the organization is not harmed.
Before you attempt to sell everyone else on your idea, make sure one
leader (other than yourself) believes it’s a viable option and is willing to
back you. If you’re unable to do this, the change you’re advocating for
might not be the right one.
When considering your ideas, people will factor in what they already
know about you (i.e. your reputation). If you’ve already proven yourself
to be someone who really understands the business and can get things
done, your chances of success exponentially increase. If you’re known as
someone who talks a lot but can’t follow through, or if you’re relatively
unknown, you’re facing a much steeper uphill battle

3-4 groups / 10 minutes:
Discuss and identify 4 causes why
changes can fail?
Each group present the results and we discuss.

What elements can influence the willingness to change?
Lack of comitment
Lack of proposal for
improvements (culture
for change)
Afraid of jobs
Lack of buy-in by
leadership
Top leadership is not
buying in
Whats in it for me, why
is this necessary
To big changes, scale
down and then up
when you prove results
Not enough budget
Other things
Scaryness
Lack of company
culture / divide culture
Burned / history of
change failure /
expensive
Lack of knowledge
Wrong change
Short minded, no need
for a change (a believe)

What elements can influence the willingness to change?
Control
Predictability
Clarity
Understanding Meaning
Time frame
Degree of change
previously experienced
Organizational climate
Relationship with
supervisor
Organizational
Relationships
Personal Relationships
The ability/opportunity
to work through one’s
response
Current Stress Load
Self Afficiency
Resilience

Implementing change powerfully and successfully, Kotter’s 8-step change model
Step 1: Create sense of Urgency
Step 2: Form a powerfull coalition
Step 3: Create a vision for change
Step 4: Communicate the vision
Step 5: Remove obstacles
Step 6: Create Short-Term Wins
Step 7: Build on the change
Step 8: Anchor the Changes in the Corporate Culture

Elements of change

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