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PMINJ Chapter

International Project Management Day

06 November 2014

Why Should They Care

Overcoming the

Resistance to Change

Eric Kulikowski, CPC Dare To Be Amazing, LLC

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What applies to me as a Project Manager?



What can I do better?



Why should they care?



How can I keep my team safe?


“Never confuse a tailwind with

good management.”

- Jeffrey Immelt


How do you become more Agile?

How do you embrace Adaptability?


Change is the new constant …

Change is the reason we exist

Change is a signal of growth

And, Change is our lifeline

to the future


Hey, change can be really scary …


WHAT ARE THEY AFRAID OF?!?


Managing and coping with change is

the number one critical issue faced

by organizations today


But, recognize that …

CHANGE BRINGS UNKNOWNS

UNKNOWNS BRING ON ANXIETY

AND ANXIETY PROMOTES RESISTANCE


Transition


Courtesy of EQ Consulting Services


Change is a cycle.

1. Awareness of change. 2. Questions (or concern). 3. Frustration. 4. Change is here to stay. 5. We’ve accepted the change! 6. We made it.

The Change Cycle


http://images.google.com/url?sa=i&rct=j&q=change+process&source=images&cd=&cad=rja&docid=Xjs1sef58QR8dM&tbnid=7EDmmS1B3sb4XM:&ved=0CAUQjRw&url=http://vistage.com.my/blog/tag/organizational-change/&ei=Va8bUfaUNo-E0QGHsYDgBA&psig=AFQjCNGsom_zZFagHDw2XOEOtY2ONvuFNg&ust=1360855205128415

d


People generally

don’t fear change.

Chin Beard Wisdom

They fear the

uncertainty relating to

change.


Dealing with Change and Uncertainty…

FREEZE? IGNORE IT?

OVER ANALYZE?

ACTION?


CHANGE

WITHOUT

RESISTANCE

Why Should They Care?


OVERCOMING THE RESISTANCE …


OVERCOMING THE RESISTANCE … WHY SHOULD

THEY C-A-R-E?


C OMMUNICATE/Connect

A SSESS THEIR PERSONAL NEEDS

R ECRUIT THEM TO HELP

E XHIBIT THE DESIRED BEHAVIORS

©2014 Dare to be Amazing, LLC All Rights Reserved. Nov 6, 2014 42

“ISN’T IT OBVIOUS?”

“DO I REALLY NEED TO EXPLAIN THIS TO YOU?”

“WHY DON’T THEY GET IT?”


COMMUNICATE/CONNECT

• Anchor the Message

• SAY IT

• SAY IT often

• SAY IT yourself

• SAY IT in their words


The Curse of Knowledge


“It is more fun to talk to someone who

doesn’t use long, difficult words but

rather short easy words like

‘What about lunch?’ ”

~ Winnie the Pooh


Yeah … but …

–EMOTIONAL CONNECTION TO OLD WAYS

–CHANGING IS NOT RATIONAL

–“WHY ARE WE DOING THIS ANYWAY?”

–“WHY SHOULD I CARE?”


“We have to grasp not only the Know-How but also the Know-

Why.”

~ Shigeo Shingo


COMMUNICATE/CONNECT

• “Why” we will do what we will do

– Address the WIIFM factor

• Quantitatively share why future state is desirable

– And why the present is risky

• Share benchmark info Provide a role model

• Explain the plan to get there


COMMUNICATE/CONNECT


“WHY DIDN’T ANYONE ASK MY OPINION?”

“WHY WASN’T I CONSULTED?”

“SHOULDN’T I KNOW WHAT’S GOING ON?”


– LOSS OF JOB

– LOSS OF CONTROL

– LOSS OF POWER

– LOSS OF SECURITY

– LOSS OF MENTAL SAFETY NETS


– AREN’T SURE IF THEY CAN MAKE

THE CHANGE

– FEAR THEY WON’T SUCCEED

– BELIEVE THINGS MIGHT GET WORSE


“The feeling that your status is

under attack is the most defensive

you can feel.”

~ David Rock


C OMMUNICATE/C onnect





ASSESS THEIR NEEDS

• Listen with empathy

– Discover the origin of their resistance

• Intellectual, Emotional, Behavioral

– Let them “vent” it out!

• Hold small team meetings & 1:1’s


“Listening is not waiting your turn to speak.”


ASSESS THEIR NEEDS

• Listen with empathy

– Discover the origin of their resistance

• Intellectual, Emotional, Behavioral

– Let them “vent” it out!

• Hold small team meetings & 1:1’s

• Ensure everyone sticks to data and facts

– Provide clarity on what is changing

• Look out for passive aggressive behaviors


WHAT is it going to take for you to be

successful?


Chin Beard Wisdom

Failure can often have

more to do with lack of

alignment than the

strength of vision or the

efficiency of execution.


“People don’t change their behaviors

based purely on what they know.

They change based on what they feel.”

~ Mehmet Oz


• DON’T BELIEVE YOU OR ORGANIZATION CAN MAKE CHANGE POSSIBLE

• MIGHT KNOW ATTEMPTS FAILED IN THE PAST

• “ISN’T THAT GONNA BE HARD?”

• “THAT’S NOT WHAT I WOULD DO!”


RECRUIT THEM TO HELP

• Give them a role on project

– Invite them don’t tell them

– Progressively increase responsibility

• Don’t assume they are too busy

• Ask for solutions Ask their opinions

– Tell me more …

• Achieve quick wins and celebrate … ridiculously


–“I DON’T TRUST THOSE GUYS”

–“THIS MUST BE SOMEONE’S PET PROJECT”

–“WHY SHOULD I BELIEVE YOU?”

– INTELLECTUAL DOUBTS ARRIVE


“People are persuaded more by the

depth of your conviction than any

logic you present to them.”

~ Mark LeBlanc


“We must walk the talk when it

comes to change or else our words

will ring hollow.”

~ Tom Kulikowski


EXHIBIT THE DESIRED BEHAVIORS

• Be a role model

• Create a sense of urgency (JPK)

– And a plan!

• Provide recognition

– Enable quick wins with publicity

• Ensure understanding of your expectations Nov 6, 2014 73 ©2014 Dare to be Amazing, LLC All Rights Reserved.

EXHIBIT THE DESIRED BEHAVIORS

• Manage less than desired behaviors

• Be flexible but consistent

• Stay true to change plan and message

– Manage scope, status often

Changes in thinking happen

before changes in doing


People want to improve and they

want to help. They just need to

know why.


C OMMUNICATE “WHY”





Identify the actions that will enable you to…

Lead Change

Encourage a Positive Approach to Change

Achieve and Exceed your Goals


No CHANGE means

there is no CHANGE


PEOPLE MUST

BELIEVE BEFORE

THEY CAN

ACHIEVE

Chin Beard Wisdom


Make Them Let Them


START

FINISH


“You do not lead by hitting people

over the head – that’s assault,

not leadership!”

~ Dwight Eisenhower


“If you are always trying to

be normal you will never

know how amazing you can

be!”

~ Maya Angelou


Eric Kulikowski

Dare To Be Amazing, LLC

www.DareToBeAmazing.com

[email protected]


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