leadership change manual

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Highlights

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

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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?


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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.


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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.


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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


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What is this Book Based on Book?


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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%)


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Contributors by Job Title (n=1272)


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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


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Number of Employees


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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

Nu

mb

er

of

Em

plo

yees

By

Gro

up

& C

um

ult

ati

vely

Contributing Organization’s

Annual Revenue (n=1067)


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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

Rev

enu

e G

rou

ps

(US

D)

Why Organization Change?


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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 %

Trig

gers

for C

han

ge C

ate

gorie

s

(777 Contributors each selected 3-4 Triggers)

Why Organizations Lose Customers? (n=830)


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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

Rea

son

s G

iven

for

Losi

ng C

ust

om

ers

Agree & Strongly Agree Neutral Disagree & Strongly Disagree

What Questions Were Answered?


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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.


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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.


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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


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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.


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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


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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.


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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


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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.


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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?


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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.


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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?


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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.


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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


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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: [email protected]

• Call the Authors:

– Kelly Nwosu (+234) 815-999-4865

– Nick Anderson (+1) 616-745-8667

Delivering change that sticks……..


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http://www.focusingchangetowin.com/

http://www.amazon.com/dp/149365313X

https://www.createspace.com/4507924

mailto:[email protected]

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