leading change - hrpa€¦ · •economic pressures the perfect storm. peggy grall &...

Leading Change:and learning to love it!

HRPA

• Technology: ‘Informing’ & ‘Linking’

• Savvy Customers

• Big Bird at Work

• Innovation & Creativity Demands

• Economic Pressures

The Perfect Storm

Peggy Grall & Associates, Inc.

Change Environment Factors:

Competition & Customers

Products & Technology

Industry & Economy


Change Environment Factors:

Time & Project Skills

Organizational Change History & Maturity

Leader / Follower Change Skills


©2009 Peggy Grall & Associates Inc.

WHERE ARE WE GOING?

HO

W D

O W

E G

ET

TH

ER

E?

KNOWN UNKNOWN

KN

OW

NU

NK

NO

WN

BUSINESS AS USUALChampion

INTENSE CHANGECoach

CRISISCaptain

CHAOSCatalyst

Business Change Environments


• Vision

• Skills

• Incentives

• Resources

• Communication

• Action Plan

Success Factors


VisionA clearly defined and

articulated mental picture

of the goal

(desired outcome).


Skills

The technical,

interpersonal and

political abilities to achieve

the goal.


Incentives

The motivation or

enticements that provide

people with a reason

to pursue the goal.


Resources

The time, people and funds necessary to accomplish

the goal.


Action Plan

Clear, comprehensive strategies,

tactics and timelines to achieve

the goal.


Communication

A clear process to articulate and distribute

information about goal attainment across the organization and

beyond.


What Are You Missing?


How Do You Lead Change?


What influences your Approach?

• Gender

• Family of Origin Models

• Social Cohort

• Life Experiences


What About You ?

What’s helpful about your style during change?

How can you support other styles to make changes?

What will be a challenge for you in leading change?

?

?

?

You Can’t Change

Anyone But Yourself!


God grant me the Serenity to

accept the people I cannot

change.

The Courage to change

the person I can.

And the Wisdom to know that -

that person is ME !


Communicate: Understanding,

confidence, optimism

Responding to Astonishment:

Slow the Pace

Express ‘Empathy’ – not

‘Sympathy’Speak to Acceptance

Listen – don’t fix

AstonishmentShock & Denial


Ask about: WIIFM, Plan,

Next Steps

Responding to Backlash:

Don’t take it personally

Partner ‘with’ people

Speak to the Rationale for

changeHarness the power of strong

emotions

Backlash: Anger &

Resisting


Ask about: WIIFM, Plan, Wins

Individual Next Steps

Responding to Challenge:

Welcome & look for it

Listen for unrealistic trade-

offsExplore the consequences

Listen & Reflect emotions

Challenge:Bargaining &

Emoting


Ask about: Their Plan, Milestones,

Course Corrections

Responding to Development:

Look for & encourage

itExpress excitement, expand

optionsDevelopment:

Exploring &

Accepting

Listen for: new Ideas, small wins

Challenge to ‘give back’


Creating the Climate for Change:

• Increase Urgency (decrease complacency)

• Build the guiding coalition

• Get the Right Vision


Engage & Enable the Organization

• Communicate for Buy-in (WIIFM)

• Empower Action

• Create Short Term Wins


Implement & Sustain the Change

• Don’t let up

• Make it stick


So…

• Heal your History

• Challenge what you believe

• Learn to laugh at yourself

• Debrief failures/ Celebrate

Successes


and…

• Stay close to the Plan

• Pace yourself

• Get – and keep – a life

• Grant each other grace

• Breathe, eat, make love…

leading change - hrpa€¦ · •economic pressures the perfect storm. peggy grall &...

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