this material is proprietary to r s tipton, incorporated and shall not be used, reproduced, copied,...

This material is proprietary to R S Tipton, Incorporated and shall not be used, reproduced, copied, disclosed, transmitted, in whole or in part, without explicit consent.

© 2015 • All rights reserved

CHANGE IS HARD!(Until It Isn’t…)

http://www.FunSubstance.com

Presented By:

Robert S. Tipton@RobertSTipton

[email protected]

Greater Cincinnati

IT Symposium

November 17, 2015

www.RSTipton.com • [email protected] • Twitter: @RobertSTipton • LINKED In: RobertSTipton • © 2015, All rights reserved P2

Organizational Health will

one day surpass all other

disciplines in business as

the greatest opportunity for

improvement and

competitive advantage.

Patrick Lencioni (The Advantage, Why Organizational Health Trumps Everything Else in Business)

“


Organizational Health

is Not a By-product,

It’s an Intention.


The New Math…

Improving


= Better Performance


The Eight Great Barriers to Progress

Clear symptoms of unhealthy organizations


What About

Using Change

Management?


“Traditional change management has been around for decades, butis the same old approach really enough to make a difference?”

“More than 70 percent of major change efforts typically fail.”

Bain and Companywww.Bain.com/consulting-services/results-delivery


1. 65% required significant behavioral change on behalf of employees

2. 63% faced major gaps in communication between the change leaders and those most directly affected by the change

Bain and Companywww.Bain.com/consulting-services/results-delivery


What Do You Think? Which Works Best?

Should We Manage Performance to

Change Behavior?

Or Is It the Reverse?


Three Simple Steps to

Immediately Improve


Simple Doesn’t Imply Easy, However…


Improving Organizational Health

1. Belonging is anAttitude, Not

An Event.

“I am trustworthy. I am trusted.”


Belonging is an Attitude, Not an Event

“When employees work from strengths, nothing motivates them to achieve more—not money, not love, not vacations, not good benefits, not company volleyball games, not motivational speakers.”Jim Clifton, CEO Gallup



"Who's influenced you the most in

your life?""My principal, Ms.

Lopez.""How has she influenced

you?""When we get in trouble, she

doesn't suspend us. She calls us to

her office and explains to us how

society was built down around us.

And she tells us that each time

somebody fails out of school, a

new jail cell gets built. And one

time she made every student stand

up, one at a time, and she told each

one of us that we matter.”

- Vidal Chastanet,Mott Hall Bridges Academy

- Photo by Brandon Stanton,Humans of New York

http://www.humansofnewyork.com



“Nice work. Well done. Mazel tov. You’ve made it to Google Labs and we’re glad you’re here. One thing we learned while building Google is that it’s easier to find what you’re looking for if it comes looking for you. What we’re looking for are the best engineers in the world. And here you are.”


What Are TwoThings You Could Do, Today, to Drive Up a Sense of Belonging?



2. Focus onWhat’s Right;

Not Who’s Right.

“I trust the situation in which I find myself.”


Focus on What’s Right, Not Who’s Right

“Level five leaders channel

their ego needs away from

themselves and into the larger

goal of building a great

company through a blend of

humility and professional will.

Their ambition is first and

foremost for the institution,

not themselves.”- Jim Collins



Is Your “Blinker” On?

Before

After



“You're looking for players whose name on the front of the sweater is more important than the one on the back. I look for these players to play hard, to play smart and to represent their country.”

- Herb Brooks, Coach, Team USA1980 Olympic Men’s Hockey Team


What Do YouNeed to See for

You to Choose toMerge Lanes?

Interaction Two



3. Address Issues Proactively,

Courageously and Accountably.

“We trust each other – as a team working together.”


Most leaders and managers subscribe to a theory of change that is a variation of a “plan-

execute” model.


This model has repeatedly been a recipe for failure and disappointment, and the cost of failed change in terms of

money, morale and lost opportunity is staggering.

John Kotter, PhD (Harvard School of Business)


If Plan-Execute, Alone, Is a Recipe

For Failure,What’s Missing?


BuyIn

It’s NOT this… If you’re looking for buy-in, you’re already too late!


Two Things…

1. Great Strategy2. Aligned, Fierce

Agreement with It


Proactive, Courageous and Accountable

GM 2014 Ignition Switch Recall

“When the vehicle shuts down, it gives no warning, it just does it.”“Engine stops while driving — cannot steer nor brake so

controlling the car to a safe stop is very dangerous.”



Mary Barra, CEO GMJune 5, 2014

“Also, if we think that cleaning up this problem and making a few process changes will be enough, we are badly mistaken.”

“Our job is not just to fix the problem. Our job must be to set a new industry standard for safety, quality, and excellence.”

"Together, we have to understand that the attitudes and practices that allowed this failure to occur will not be tolerated.”



“GM spent $2.9 billion on recalls and loaner cars in 2014, after calling back 36 million vehicles for repairs worldwide.”

“The surge is the result of new standards at GM. The automaker says it's issuing recalls more quickly when reports of problems emerge.”

“And it's also looking back at problems reported in the past that didn't prompt a recall to see whether one would be warranted under these new standards.”


Again…


Isn’t a By-Product, It’s

an Intention…


1. Why do we exist?

2. How are we supposed to behave?

3. How do we define success?

4. What are our critical “to-dos?”

5. What’s our top priority – right

now?

6. Who’s really responsible for what?

How Healthy Is Your Organization?

Can ALL of your employees answer ALL of these questions?


Toolkit: JUMP! – Get Unstuck

Leveraging the Innovation /

Creativity Process to Improve

Organizational Health and

Performance


1. Disruptive Strategies

2. Cultural Interventions

Organizational Health and Performance SolutionsTraining / Workshops / Consulting Engagements / Coaching


A Final Thought…

Healthy organizations

are higher performing

organizations. It’s pretty

simple, really.

Yours can be too.


Thank YouWEB: www.RSTipton.com

EMAIL: [email protected]

TWITTER: @RobertSTipton

LINKED IN: RobertSTipton

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