Randy Pennington, a keynote speaker and author, presented on leading successful organizational change. He outlined 10 common reasons why change efforts fail, including poor planning, lack of buy-in, and taking on too many changes at once. Pennington emphasized that change fails due to faulty leadership, not models. Successful change leadership involves inspiring and connecting with people. The three most difficult change challenges are generating urgency for change, building buy-in and support, and overcoming resistance. Pennington provided tips for change leaders, including involving people early in the process, addressing individual concerns, and using resistance as an opportunity rather than a barrier.

2. Presenting Today
RandyPennington
Hall of Fame Keynote Speaker, Author
randy@penningtongroup.com
Follow along on Twitter: #BizWebinar@BizLibrary
ErinBoettge
Content Marketing Manager,
BizLibrary
eboettge@bizlibrary.com

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4. @RandyPennington
The ability to quickly change
and adapt in pursuit of your
vision is the difference
between excellence and
irrelevance.

5. “70 percent of change efforts fail to achieve
their desired goal.”
@RandyPennington

6. Ten Reasons Why Change Fails
1. Poor planning or
resource allocation
2. Goal, purpose, or
desired result is not
clearly defined
3. Lack of buy-in for
change
4. No accountability
5. The change is never
given time or
resources
6. Lack of processes
or guidelines
7. Poor or no support
from leadership
8. No measures or
metrics to evaluate
success
9. Resistance derails
the change
10. Take on too many
changes at once
@RandyPennington

7. @RandyPennington
Change doesn’t fail because of
faulty models.
It fails because of faulty
leadership.

8. Change management:
managing projects and processes
Change leadership:
inspiring and connecting with people to
bring them with you on a journey
@RandyPennington

9. What Change
Leaders Do
@RandyPennington

10. Leading change would be easy if
it weren’t for people!
@RandyPennington

11. Making change
work will always be
about connecting
with people;
bringing them
together; and
keeping them
focused on a
common purpose.
©Pennington Performance Group

12. The three most difficult change
challenges
Generating urgency
Building buy-in and support
Overcoming resistance
@RandyPennington

13. Leaders build support and
buy-in for change with …
• What they say
• What they do
@RandyPennington

14. CONNECT WITH PEOPLE
WHERE THEY ARE
@RandyPennington

15. Imagine this…
@RandyPennington

16. Quiz Question!
Which of these responses is the first to cross your mind?
• How will we still complete our work and accomplish
this reorganization?
• How is this going to affect our customers? Will it
really make things better?
• Will this work? Do we have the capacity and capability
to pull this off?
• What will happen to my teammates? How will they be
affected?
• What will happen to me? Will I have to work longer?
Will I lose my job?
@RandyPennington

17. People support and take action to
change for their reasons not ours
@RandyPennington

18. “80 percent of what leaders
care about and talk about
when trying to enlist support
for change doesn’t matter to
80 percent of the workforce.”
@RandyPennington

19. Individuals want to know
• From what to what?
• What does this change mean for what I do and how I
operate on a daily basis?
• Will this make a difference?
• How will success be measured?
• What is the support level for this change?
@RandyPennington

20. Involve People
Early and Often
@RandyPennington

21. People support what they help create
No one argues with their own ideas and
information
@RandyPennington

22. Four Levels of
Involvement
•
• Input: Ask for feedback on the change
• Participation: Solicit questions, concerns, and ideas to
implement
• Collaboration: Work in partnership to develop
solutions that work for everyone
@
E
Ran
m
dyPe
p
nno
ingt
w
on erment: Give others control of the decision and

23. CHANGE CHANGE
@RandyPennington

24. Perspective Matters

25. We must change:
- our thinking
- the conversation
- the consequences
@RandyPennington

26. If you want things to be
better, they have to be
different.
If you want things to be
different, they have to
change.
@RandyPennington

27. GENERATE URGENCY
@RandyPennington

28. The ability to change is based on readiness.
Intellectual understanding does not ensure
emotional readiness.
The truth about change
@RandyPennington

29. People change for two reasons
• Crisis pushes us to change
• Opportunity pulls us to change
@RandyPennington

30. What’s on top of your
refrigerator?
Cookies or Brussels Sprouts?
@RandyPennington

31. USE RESISTANCE AS
YOUR FRIEND
@RandyPennington

32. Four Potential
Responses to
Change
@RandyPennington

33. The assumption:
People want to do a great job and
deliver service that helps the
customers we serve.
@RandyPennington

34. Using resistance as
your friend
• Respect the individual –
embrace the resistance as
well-intentioned
• Pull don’t push
• Be open to other options for
achieving the goal or purpose
@RandyPennington

35. Quiz Question!
Which of the following is the most challenging type
of resistance you experience in your organization?
• Skeptics
• Know-it-alls
• Argumentatives
• Grudge carriers
@RandyPennington

36. Enable Your Leaders
and Managers
1. Invest in education
• Make Change Work® series in you BizLibrary subscription
• Make Change Work® session leader guide available from
Pennington Performance Group
2. Be more intentional about initiating and leading change
@RandyPennington

37. Forresourcesgoto
www.penningtongroup.com/make-change-work/

38. GO FIRST
@RandyPennington

39. The present should be guided
more by the future than the past.
@RandyPennington

40. randy@penningtongroup.com
www.penningtongroup.com
Thank You!
Follow Randy on Facebook, Twitter,
and LinkedIn.

41. Make ChangeWork®
Video Series
1. Dodo’s and Coyote’s- Only the
Nimble Survive
2. The New Realities of Change
3. What Change Leaders Do
4. Achieving Buy-In for Change: Part
1
5. Achieving Buy-in for Change: Part
2
6. Use Resistance as Your Friend-
Leader
7. When Change Isn’t a Choice-
Leader
8. Building and Sustaining a Nimble

42. Manager’s Edition: Accountability
Accountability Video
Series
1. What is Accountability?
2. How to be Accountable
3. Getting Started on
Accountability
4. Transforming into a Culture of
Accountability
5. Leading Accountable Teams

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