managing change facilitated by rachel white. poor planning no vision poor communication lack of...

Managing Change

Facilitated by Rachel White

Poor planning No vision Poor communication Lack of stakeholder involvement Lack of resources Lack of clarity Insufficient resources Strong resistance No congruence

Dai WilliamsReport from the strategic planning journal Futures, Vol.31 (6) August

1999, 609-616

Esther Cameron and Mike Green

Pragmatist, Reflector, Activist, Theorist

Optimist/ Pessimist Risk taker / Safety conscious Creative / Logical

Bruce Tuckman

Hersey and Blanchard‘s

Team Development Leadership Style

Intrapersonal + Interpersonal = EI

This is the outer intelligence we use to

read , sense, understand and manage

our relationships with other people

This is the inner-intelligence we use to know, understand

and motivate ourselves

Appreciate individual skills, knowledge and capabilities

Make time to get to know them and actively listen to what they have to say

You don’t have to be ‘best mates’ to have a good relationship

Seek early solutions when you disagree Create social time Give feedback Seek opinions Support when times are tough Recognise individuality Show courtesy

Character Competencies

Talk straight Demonstrate respect Create transparency Right ‘wrongs’ Show loyalty

Deliver results Get better Confront reality Clarify expectations Practise accountability

25

•Listen first•Keep commitments

•Extend trust

Communicate S upport I nvolve

Problem solving Reframing Appreciative enquiry Participatory decision making

‘If you keep doing what you've always done, you'll keep getting what you've always gotten.’

W. L. Bateman

A Simple Route Cause Analysis

1.Why ?2.Why ?3.Why ?4.Why ?5.Why ?

Four Guiding Principles:

1.       Every system works to some degree; seek out the positive, appreciate the "best of what is."

2.     Knowledge generated by the inquiry should be applicable; look at what is possible & relevant.

3.     Systems are capable of becoming more than they are, and they can learn how to guide their own evolution -- so consider provocative challenges & bold dreams of "what might be."

4.     The process & outcome of the inquiry are interrelated and inseparable, so make the process a collaborative one.

Core Values

Full Participation Mutual Understanding Inclusive Solutions Shared Responsibilty

Closure Zone

Change Item

Divergent Zone

Groan ZoneConvergent Zone

Decision Point

Time

Participatory Decision Making

Traffic light approach

http://www.changecards.org/