iceberg melting
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TRANSCRIPT
Changing and S cceeding Under An ConditionsChanging and Succeeding Under Any Conditions
Tammy Aagard
University of Wyoming
Session OverviewStory time
The Eight Step Process of Successful Change
Building the Team – Using Strengths to Build and Manage h Tthe Team
The Role of Thinking and Feeling in the Change Process
Implications for Your Organization
Safeguarding your Penguins
Questions
The Fable of th P ithe Penguins
Eight Step Process of Successful ChangeSet the Stage
1. Create a Sense of Urgency2. Pull together the Guiding Team
Decide What to Do3. Develop the Change Vision and Strategy3. Develop the Change Vision and Strategy
Make it Happen4. Communicate for Understanding and Buy-in5. Empower Others to Act6. Produce Short-Term Wins7. Don’t Let Up
Make it Stick8. Create a New Culture
Create a Sense of UrgencyHelp others see the need for change
and the importance of acting immediately
Gather and PresentYour Facts
Pull Together a Guiding TeamMake sure there is a powerful group guiding the change – one with leadershipleadership skills, credibility, communications ability, authority, analytical skills and a sense of urgency
Identifying the Penguin TeamWhat strengths does each member bring to the team?
The Head PenguinRespect from the colonyRespect from the colonyDecision-makerDelegatorEnough experience to be wisePatienceNot easily flusteredSmart (but not intellectual heavyweight)
More PenguinsAlice
Practical
Aggressive
Makes things happen
Doesn’t care about status and treats everyone the sameDoesn t care about status and treats everyone the same
Impossible to intimidate so don’t even try
Smart (but not intellectual heavyweight)
FredYounger
Amazingly curious and creative
Level-headed
Still More Penguins
The ProfessorLogical
Well read
Fascinated by interesting questions
Not the most social of birds
BuddyNot the slightest bit ambitious
Well trusted and liked
Relates well with the average bird
Managing to Strengths
Executing Influencing RelationshipBuilding
Strategic Thinking
Ali F d B dd P fAlice Fred Buddy Professor
Professor (No-No) Alice Head Penguin
Source: Rath, T., & Conchie, B. (2008) Strengths-Based Leadership. NY: Gallup Press.
Decide What to DoDevelop the Change Vision and Strategy
Clarify how the future will be
different from the past and how
you can make the future a reality
Make it HappenCommunicate for Understanding and Buy-in
Make sure as many others as possible understand and accept the vision and the strategy
Don’t Rely on Facts Alone Speak to the heart and dispelrumors
Make it HappenEmpower Others to Act
Remove as many barriers
ibl
Enough with the talk, let’s do
something
as possible so that those who want to make the vision a reality can do so
Make it HappenProduce Short-Term Wins
Create some visible, unam,biguous successes as soon as possible
Recognize the quiet heroes along with the visible ones
Make it HappenDon’t Let Up
Press harder and faster after the first successes
Be relentless with initiatingBe relentless with initiating change after change until the vision is a reality
Make it Stick
Create a New CultureHold on to the new ways of behaving and makebehaving, and make sure they succeed, until they become strong enough to replace old traditions
The Role of Thinking
Thinking differently can help change behavior and lead to better results
Collect data, analyze it
Present information logically to change people’s thinkingPresent information logically to change people’s thinking
Changed thinking, in turn, can change behavior
The Role of Feeling
Feeling differently can help change behavior MORE and lead to even better results
Create surprising, compelling, and if possible visual experiencesexperiences
The experiences change how people feel about the situation
A change in feelings can lead to a significant change in behavior
Implications for Your OrganizationFollow the 8 Steps
What is the most challenging for you?1. Create a Sense of Urgency2. Pull together the Guiding Team3. Develop the Change Vision and Strategy4 Communicate for Understanding and Buy-in4. Communicate for Understanding and Buy in5. Empower Others to Act6. Produce Short-Term Wins7. Don’t Let Up8. Create a New Culture
Dealing with No No’s in your Organization
Don’t forget to safeguard your penguins!
Questions?
Kotter, J. & Rathgeber, H. (2005) Our Iceberg is Melting: Changing and Succeeding Under Any Conditions. NY: St. Martin’s Press.
Rath, T., & Conchie, B. (2008) Strengths-Based Leadership. NY: Gallup Press.