Leadership Change Manual

Why Write this Book Now?
•Change failure rates continue above 60 percent in North America and other global regions.
•“People” are still the main reason for failed change according to surveyed executives, in several studies
•World economics are negatively impacting working and commercial relationships.
•Technology continues to deliver faster, opportunity-rich, and competitively challenging solutions that often impact jobs and working relationships.
So, working relationships are increasingly stressed as leaders drive to respond with speed and agility to competitive threats and opportunities.
©New Catalyst Management Services.9/2/2014
2

How then do Some Succeed Where Others Fail?
Organizations must change with the times to remain successful and maintain competitive advantage. Yet, change failures are still above 60%. This puzzle led to us asking:
What are the meaningful differences between those that thrive on change and those that barely survive?
3

Focusing Change To Win Highlights (1/2)
•To find out why, we analyzed 6000+ business leader comments related to their experience with change management. They said:
Failure is often caused by people-related issues.
Organizational change can be traumatic and resisted by those involved, and when it is, change fails.
Many Leaders either ignore or are naïve about the need for change management
Leaders need aligned employees that support and trust change to stand any chance of success.
Once Leaders recognize that change resistance causes stress (and vice-versa) they can identify their specific stressors and be be more effective in reducing their impact.
4

Focusing Change To Win Highlights (2/2)
•Focusing Change to Win is a change manual for leaders which distills over ten thousand years of change-management experience. From which, we have developed a tool box of questionnaires, checklists and discussions to help to increase change success as leaders:
Review,
Navigate &
Plan Change
•Above all, this practical book provides guidance on how to reap the benefits of gaining competitive advantage by implementing successful change.
5

What Will You Learn?
•Challenge your thinking and leadership of integrating change and competitiveness by examining the full cost of not doing so.
•Compare yourself with what other organizations do when leading change.
•Consider different options to get people engaged and committed for change.
•Get more out of measuring your change process as you review, navigate & plan change
•Discover the top reasons people resist change and how you can identify, reduce and manage resistance
•Assess how well your changes develop competitive advantage
6

What is this Book Based on Book?
7
Europe
22%
USA 42%
Canada
7%
Asia
15%
Africa
3%
Australia
5%
Latin
America
3%
Middle
East
3%
Survey in Brief
•1072 Leaders
•80 Countries
•19 Industry sectors
•$10m to $5bn Revenue
•58% Outside USA
•Business leader interviews
•Global online survey (n=1072)
•Analyzing 6,617 contributor comments

Contributor’s Change Management Experience
Less than a year
(7.0%)
1-5 years
(23.1%)
5-10 years (18.4%)
10-15 years (18.0%)
15 yrs.+ (33.5%)
8

Contributors by Job Title (n=1272)
9
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
Other
Professional & Academic
Owner
Supervisors
Executive Level
Human Resources
Director
CEO/President
Project Manager
Consultant

Industry Sectors
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Consumer Goods
Construction
Not for Profit
Engineering inc. Aerospace& Automotive
Government inc. …
Service Industry inc. Transportation
Healthcare & Pharmaceuticals
Financial Services inc. Insurance
Information Technology &Telecommunications
Consulting, Education &Training
10

Number of Employees
11
43.6%
9.5%
10.1%
8.2%
10.9%
4.3%
13.4%
43.6%
53.1%
63.2%
71.4%
82.3%
86.6%
100.0%
0.0%
25.0%
50.0%
75.0%
100.0%
1 to 19
20 to 69
70 to 299
300 to 999
1000 to 4,999
5000 to 9,999
More than 10,000
% of Contributing Organizations
Number of Employees
By Group & Cumultatively

Contributing Organization’s Annual Revenue (n=1067)
12
0.0%
15.0%
30.0%
45.0%
Under $10m
$10m - $30m
$30m to $ 60m
$60m to $100m
$100m to $500m
$500m to $1bn
More than $5bn
Not applicable
Contributing Organizations by Revenue
Revenue Groups (USD)

Why Organization Change?
13
0%
15%
30%
45%
60%
Reengineering
Acquisition & Mergers
New Management
Increased Competition Globally
Transitional Change
Restructuring Change
Dissatisfaction of Current State
Business Expansion
Process Change
New Technology
Triggers Selected by %
Triggers for Change Categories
(777 Contributors each selected 3-4 Triggers)

Why Organizations Lose Customers? (n=830)
14
28.7%
43.2%
56.5%
57.1%
64.5%
76.5%
91.2%
42.1%
36.8%
27.9%
27.0%
22.5%
16.3%
3.6%
29.2%
20.0%
15.6%
15.9%
13.0%
7.1%
5.2%
0%
25%
50%
75%
100%
Customer Changed location
Customer Influenced by a Friend to Go Elsewhere
Customers Unhappy with Price
Customer was Lured Away by Competition
Company Assume They Know the Customer
Poor Follow Up of Salesperson
Dissatisfied with the Quality
Reasons Given for Losing Customers
Agree & Strongly Agree
Neutral
Disagree & Strongly Disagree

What Questions Were Answered?
15
The following sections were developed to help organizations address the following questions:
#
Questions
Action Points
Questionnaires
1
Introduction
NA
2
The Why & What of Change
√
3
Why Do People Resist Change?
√
4
Why Bother Measuring Change?
√
√
5
How Can Implementing Change Gain Competitive Advantage?
√
√
6
Is Your Organization Thriving or Surviving?
√
√
7
How Effectively Are You Communicating Change?
√
√
8
How Can You Lead to Thrive
√

The Why and What of Change
Areas Covered
•Learn the implications of not changing
•Ten best practices for communicating change effectively
•Why change is important in your organization
Key Objective:
•Help you communicate in different ways that will both engage and beuild trust your employees commendably and efficiently.
16

Why Do People Resist Change?
Areas Covered
•Learn top reasons why people resist change
Key Objective:
•Develop action plans to reduce change resistance, address individual and group concerns surrounding the change.
17

Why Bother Measuring Change?
Areas Covered
•Tools to navigate during a change program
•Reviewing a change process
•Planning the next change
Key Objective:
• Evaluate how well your organization measures what is:
Not getting done, &
Really getting done
Needed to plug gaps in measuring change progress and impact
18

How Can Implementing Change Gain Competitive Advantage?
Areas Covered
•Perform marketing and competitive-sensing
•Lead competitive change
•Integrate change into operations
•Build competitive human capital
•Develop competitive agility
Key Objective:
•Assess how well change and competitiveness are really integrated by using the new tools and questionnaires provided.
19

Is Your Organization Thriving or Surviving?
Areas Covered
•Distinguishing thriving from just surviving
•Change management in thriving organizations
•Developing a thriving culture
•Leading and Communicating pitfalls & tactics
•Communicate to thrive
Key Objective:
•Assess areas where mere survival is not an option
•Develop a consensus of what areas need working on to develop a more vibrant organization
20

How Effectively Are You Communicating Change?
Areas Covered
•Change communication pitfalls and tactics
•Factors to consider in planning communication
•Tactics for setting-up and measuring change communication program
•Developing change communication skills and protocols
Key Objective:
•Develop your own tailored step-by-step implementation plan for change initiatives.
21

How Can You Lead To Thrive?
Areas Covered
•Leading in complex situations
•Defining your organization’s essence
•Developing distributed change leadership
•New requirements for problem solving
•Developing a competitively-based learning culture
Key Objective:
•Help develop your plan for developing leader’s change readiness and competence
22

What Readers Can Come Away With?
•Questionnaires designed to engage both formal and informal change management and leadership to rate your organization’s performance in terms of:
•Measuring change performance
•Assessing competitive advantage
•Thriving and surviving through change
•Communicating and implementing change
•A process to facilitate leaders in selecting those questions which are most relevant to their change and then reach a consensus on change improvement areas.
23

Some Questions to Consider Before You Make Change
Will the change we are considering:
•Differentiate our company on its ability to change and make it harder for others to copy?
•Develop and help our business succeed?
•Improve business that gives us an advantage?
•Minimize the negative impact on our business?
•Enable a course correction to meet our goals?
•Drive change in our industry?
•Prevent our competitor seizing the initiative?
•Allow us enough time for our people to grow, learn and adapt before moving on to next large scale?
24

Why Measure Change, Anywhere?
Here’s a distillation of contributors’ comments on what happen if you don’t measure change:
•You will never know if the change worked or got results you like or intended.
•You can’t manage what you don’t measure
•You have no idea of change’s success or failure
•You can’t determine effectiveness
•You will waste time and scrap the change too late
•Management will continue to believe it was a success and then damage morale.
Making performance visible is valuable for increasing change success, be it productivity, profitability, performance and morale.
25

Sample Questions Implementing an Effective Change Communication Process
•Have you established an explicit set of shared governing values?
•How are you getting people ready for the inevitable change?
•Have you engaged stakeholders and change agents?
•Have you put change management team together?
•How do you align the team’s values of change and their expectations of one another?
•How are going improve leaders change communication skills?
•Who is going to ensure that real change will be the outcome of authentic communication?
26

Reviewer‘s Comments
•“Focusing Change to Win is a must read and reference for business people regardless of their company's size. Whether you run a family business or public corporation, this book has thought provoking tools and questionnaires you can use immediately. Nick Anderson and his co-Author Kelly Nwosu have done a masterful job in distilling over 6000 business leaders’ comments into such a practical set of tools. If you want your next change to be successful, this is essential reading.”
–Bill Connors, President & CEO, Boise Metro Chamber of Commerce)
•"Anyone leading change needs to have Focusing Change to Win, and its extensive research and practical tools, by their side."
–(Lawrence Polsky, Managing Partner, PeopleNRG, coauthor Perfect Phrases for Communicating Change and Rapid Retooling.
27

Reviewer‘s Comments (Continue)
•"An excellent book on change which highlight the key issues that organisations, employees and change managers encounter when planning, implementing and evaluating change. Using a wealth of applied research the authors address the major areas of concern , such as why people resist change; communication strategies during change; the importance of measuring change; etc. The book is full of statistics which demonstrate why change derails and what needs to be addressed to counter this. Complete with essential summaries and checklists this is an extremely useful and insightful book."
–Mike Green author Change Management Masterclass, co-author Making Sense of Change Management.
•"In short, after scanning the book, I liked the review of what are the barriers to change. You provide some practical ideas to make this process work, including the "leadership presence" and necessity for honesty and transparency at this point. These are great ideas to use for change training programs. I look forward to having time to explore them more."
–Marcia Reynolds, PsyD, Master Certified Coach
28

Contact Us
To read more on how to improve your chances of competitively focused change management, then:
•New Book Now Available! Focusing Change to Win on Amazon & CreateSpace. Order your copy from the following links:
•Book-Site: www.focusingchangetowin.com
•Amazon: http://www.amazon.com/dp/149365313X
•CreateSpace: https://www.createspace.com/4507924
•Email: info@focusingchangetowin.com
•Call the Authors:
–Kelly Nwosu (+234) 815-999-4865
–Nick Anderson (+1) 616-745-8667
Delivering change that sticks……..
29

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