Change is frequent and global, but often unsuccessful due to being too linear, top-down, big-picture, and insular. Employee attitudes toward change fall along a bell curve, with 15% embracing change, 60% uncertain, and 25% resisting. To successfully implement change, organizations must determine current change readiness, move people toward commitment, and help individuals build change management skills to enable success in future changes. Key factors in navigating change include communication, accountability, creating a safe environment, customized coaching, and sustaining elements of the change process.

1. Leading People Through Change

2. Change Is Frequent, Change Is Global Change is Frequently Unsuccessful People and Change

3. Change Is Frequent, Change Is Global

4. Change is Frequently Unsuccessful 4 “too’s” that cause change failure: too linear too top-down too big-picture too insular.

5. People and Change employee attitudes toward change on a roughly bell-shaped curve: 15% embrace change. 60% are uncertain about change. 25% resist change.

6. How to change - Determine the current change readiness of individuals, teams, and the organization. and Implement - Move people toward commitment to the change. - Help each individual build the “change muscle” that enables success in the next change. Assess Customize Sustain

7. 10 Dimensions of Changes

8. Navigating through Changes Communication Accountability Creating a safe environment Coaching through change Customize

9. Coaching

10. Sustain some elements of such a plan Reinforce Key Coaching Skills. Use Coach-the-Coach Routines. Refresh Coaching Skills. Reassess Change Readiness.

11. Questions & Answers

12. Thank You