Video and slides synchronized, mp3 and slide download available at URL http://bit.ly/1uf9YLO. Linda Rising challenges organizational myths like "it's enough to have smart people" or "just have a transition plan and explain it" and it will work out, introducing and sustaining new ideas. Filmed at qconlondon.com. Linda Rising has a Ph.D. from Arizona State University in the field of object-based design metrics and a background that includes university teaching and industry work in telecommunications, avionics, and strategic weapons systems. Linda is an internationally known presenter on topics related to patterns, retrospectives, agile development approaches, and the change process.

1. Organizational Change
Myths and Patterns for
Evangelists
Linda Rising
www.lindarising.org
linda@lindarising.org
@RisingLinda

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Watch the video with slide
synchronization on InfoQ.com!
http://www.infoq.com/presentations
/organizational-change-myths

3. Presented at QCon London
www.qconlondon.com
Purpose of QCon
- to empower software development by facilitating the spread of
knowledge and innovation
Strategy
- practitioner-driven conference designed for YOU: influencers of
change and innovation in your teams
- speakers and topics driving the evolution and innovation
- connecting and catalyzing the influencers and innovators
Highlights
- attended by more than 12,000 delegates since 2007
- held in 9 cities worldwide

4. Why patterns?
Giving a name to a recurring
problem with a known solution
means the names of related
patterns can be used to have a
conversation about the problems
and solutions.

5. Fearless Change
Patterns based on
n Social psychology
n Influence strategies
n Evolutionary biology

6. You’re not here to build
software, you’re here to change
the world.
Jeff Patton

7. Myth #1:
Smart people are
rational.

8. Keep these Patterns with
You
Take on a role
Evangelist (not a fanatic)
Create short-term goals: build on your
successes and learn from your failures
Test the Waters
Time for Reflection
Small Successes
Step by Step

9. Myth #2:
Good always triumphs
over evil. (Just World
Fallacy, one of our
many cognitive biases.)

10. Do Food: A most under-
appreciated pattern but
one of my favorites ☺!

11. Myth #3: If I just had
enough power I could
make people change.

12. Threat, firing, killing
are very effective but
only get compliance.
You want real
commitment.

13. Personal Touch: Each
person is asking, “What’s
in it for me?”
You must address a
genuine user need. Data
does not equal empathy.
Jeff Patton

14. Different people accept new
ideas differently
This is new so it’s cool!
(Innovators--2.5%)
It’s interesting, but I want to learn more.
(Early Adopter--13.5%)
I want to know what other people think.
(Early Majority--34%)
If I have to. I guess.
(Late Majority--34%)
We’ve always done it this way.
(Laggards--16%)

15. Myth #4: Skeptics,
cynics, resistors—THOSE
people, well, they must
be BAD or STUPID or
BOTH!! Ignore them!!

16. Fear Less: Use
resistance to your
advantage. Listen,
really listen, and learn
all you can.

17. Champion Skeptic: Have a
resident resistor play the
important role of “Devil’s
Advocate.” Treat him/her
as a valued partner in the
change effort.

18. Myth #5:
You’re a smart person,
so you don’t need help
from others. After all,
it’s your idea!

19. Ask for Help: The idea is
yours and you believe in
it, but the change must
not be “all about you.”

20. Just Say Thanks: Offer
sincere appreciation for
the contributions of
others.

21. Power Thanks
n Sincere appreciation
n Timely
n Detailed
n Describe impact

22. Grateful people:
n Have more energy and optimism
n Are more resilient in the face of
stress
n Have better health
n Suffer less depression
n Are more compassionate, more
likely to help others, less
materialistic, and more satisfied
with life.

23. There are 48 patterns in
Fearless Change to help
you introduce new ideas.
This is just a start!
Thanks!

24. Watch the video with slide synchronization on
InfoQ.com!
http://www.infoq.com/presentations/organizational-
change-myths