Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
2. The Rough Guide to… Leading through Change2
About This Guide
What is it?
What is it not?
A self-help guide on how to lead people
through a change
A presentation prepared for delivery to
an audience
Who is it for?
Anybody who manages People
7. The Rough Guide to… Leading through Change7
Dictionary
An act or process through which
something becomes different.
Business
An event that occurs when a
decision is taken by a company to
alter process, people or structure
in part or whole in response to
internal or external stimuli.
Change
Defined
9. The Rough Guide to… Leading through Change9
It Happens Due To…
Or
10. 10 The Rough Guide to… Leading through Change
Caused By Core Factors
11. The Rough Guide to… Leading through Change11
Creating These Types Of Change
12. The Rough Guide to… Leading through Change12
That
Are
Often
Imposed,
Unless you are a member of the Executive
Team*, or have an Executive Team that
believes in truly collaborative consultation
prior to implementing change, it is likely that
the majority of the major changes that take
place will feel like they are being imposed
upon you and your team.
Note:
*. Even then you probably report to a CEO or Board that wants you to implement change!
13. The Rough Guide to… Leading through Change13
And
This means that, even though you may not be
running the imposed change, there will be a need
for your team(s) to be guided and lead in such a
way that their morale is maintained, productivity
continues and they feel that there is someone who
has their interests at heart.
Need
Leadership
Which
15. The Rough Guide to… Leading through Change15
A Lot Like The Video Coming Next…
Caution: Some language may offend. Check your volume levels.
16. 16 The Rough Guide to… Leading through Change
Please Explain…
Everyone goes through the cycle of Denial to
Acceptance and we all experience change
differently.
Our reactions are based on:
Personal tolerance for change;
The number of changes presently going on in
a person’s life;
How critical the person perceives the change
to be; and,
How much change has happened over the
past 12 – 24 months.
17. The Rough Guide to… Leading through Change17
DR EC Is Better For Business Change
Time
Morale&Competence
Denial
Resistance
Exploration
Commitment
18. The Rough Guide to… Leading through Change18
Roman Change*
"We trained hard, but it seemed that
every time we were beginning to
form up into teams, we would be
reorganized. I was to learn later in
life that we tend to meet any new
situation by reorganizing;
and a wonderful method it can be for
creating the illusion of progress while
producing confusion, inefficiency,
and demoralization."
*. False but Fun. Find out more at: http://www.dtc.umn.edu/~reedsj/petronius.html
Gaius Petronius Arbiter
19. The Rough Guide to… Leading through Change19
We Don’t Like Change So We…
22. Habit makes pathways in your brain.
Acetocholine helps cement them in
place and Dopamine gives you a happy
pill as a reward1.
Try changing the habit and…
We’re not happy!
Note:
1. http://bit.ly/RkWZI6
Blame Your Brain
23. The Rough Guide to… Leading through Change23
We Fear Change In Four Key Areas
Relationships
ControlSecurity Status
24. The Rough Guide to… Leading through Change24
Mr Maslow Can
Explain
Esteem
Love/Belonging
Safety
Self-Actualisation Control
Status
Relationships
Security
Physiological
25. The Rough Guide to… Leading through Change25
And The Result Of Resistance Is…
40%
Fearful &
Distrustful
15%
Hopeful &
Energised
30%
Uncertain but
Open
15%
Angry
Employee Reactions
to Major Change
28. The Rough Guide to… Leading through Change28
Understand Resilience,
“...The ability to recover from, or adjust easily to, change”
Resilient People . . .
View problems and challenges as opportunities.
Learn from their mistakes/failures.
Succeed despite their hardships.
Seek out new and challenging experiences.
Don’t let anxiety and doubts overwhelm them.
Have a sense of humour and realistic optimism
under stress.
Don’t feel shame or depression in the face of
failure.
Transform helplessness into power.
Move from being a victim to being a survivor.
29. The Rough Guide to… Leading through Change29
Recognise that Emotions Matter
Resilience is less about Who we are, and more about How
we think...and Choose our Reactions
30. 30 The Rough Guide to… Leading through Change
Then, To Become Resilient
Say what you mean
Do what you say
Don’t speak ill of others
Ask questions
Communicate with others as clearly
as you can
Don’t rush to judge others
Accept others’ criticism or praise
Do the best that you can
Accept that your best will change,
depending upon the circumstances
31. The Rough Guide to… Leading through Change31
DANGER
HIDDEN
OPPORTUNITY
Explore The Opportunity In Crisis
*
32. The Rough Guide to… Leading through Change32
And Take Control
Stay Flexible
Increase your Knowledge of the Change
Be open to every Opportunity
Be Positive
Use your Support Network
Take Care of Yourself
Accept your Emotional Response
Plan and Be Organised
34. The Rough Guide to… Leading through Change34
Always
Remember
35. 35 The Rough Guide to… Leading through Change
Then Learn How To…
Verbal Tips
Encourage discussions
Ask open ended questions
Paraphrase in response
Thank the person for participating
and/or talking with you
Non-Verbal Tips
Relaxed, open body language
Maintain eye contact but not too much
Be aware of personal space
36. The Rough Guide to… Leading through Change36
Communicate Effectively,
Treat your team as adults, not teenagers
Be open, honest and transparent
Actively listen
Consider your use of language
Be visible; Don’t hide in your office
Use appropriate media
Consider frequency of message
37. The Rough Guide to… Leading through Change37
Resistance
Continuous communication
Active listening
Stay positive
Identify & highlight
opportunities
Celebrate successes
Delegate responsibility
Call out behaviours
Maintain
communications
Focus on actions
Look forward
Build on their
excitement
Get them involved
Use positive staff
Respond Appropriately,
Set clear objectives
Reinforce the
reasons for change
Be visible
Involve staff in
discussions about
the change
Focus on short term
goals
Acknowledge
emotions
Celebrate Success
Ask them to share
what they think of
the change
Denial Exploration Commitment
38. 38 The Rough Guide to… Leading through Change
Set The Example
Do what you say you are going to do
Maintain a sense of urgency
Stay flexible
Focus on short range objectives
Celebrate success
Be proactive and positive
Get resistance out in the open
Actively communicate
Protect quality and customer service
Support higher management
39. The Rough Guide to… Leading through Change39
And Decide; Manager Or Leader?
Deal with the Status Quo
Work in the System
React
Control risks
Enforce organisational rules
Seek and then follow direction
Control people by pushing them in the
right direction
Coordinate effort
Provide instructions
Hear their staff talking
Deal with Change
Work on the system
Are proactive
Seek Opportunities
Challenge organisation rules
Provide a vision to believe in
Motivate people to achieve the right
goals
Inspire & energise achievement
Coach and empower staff to act
Actively listen to their staff
MANAGERS LEADERS
41. The Rough Guide to… Leading through Change41
Never Forget Rule…
Never forget the
Individual
42. The Rough Guide to… Leading through Change42
And…
Never forget
Rule One
43. The Rough Guide to… Leading through Change43
Stick To Your Principles
Never forget the
Individual
Never forget the
Survivors
Avoid Dislocation
of Expectation
Define the Need
Stay Flexible
Engage at all
Levels
Expect and
welcome
Resistance
Communicate,
communicate
and
communicate
Follow up with
Reinforcements
44. 44 The Rough Guide to… Leading through Change
Understand The Fine Print
1. Never forget the Individual
Never lose sight of the fact that you are making
changes that impact individuals
Always consider how you would feel if you were the
employee being impacted
2. Never forget the Survivors
Uncertainty is one of the key reducers of productivity
during change
Always consider how you would feel if you were a
colleague of the employee being impacted
3. Avoid Dislocation of Expectation
Be extremely careful when setting expectations
If you say you are going to do something, do it!
No off- the-record comments
4. Define the Need
Be able to clearly articulate reasons for, and benefits
of, the change
There will be questions and you must be prepared to
answer them
5. Stay Flexible
“Stuff” happens, be prepared for it
6. Engage at all Levels
Managers and supervisors play a crucial role in
successful change
Provide for coaching and mentoring of managers and
supervisors during the change
7. Expect and welcome Resistance
Be proactive. identify what resistance may look like
and build support early
Accept that you will also have to react and plan
accordingly
8. Communicate, communicate and
communicate
Rumour loves a vacuum
You cannot over-communicate
Greatest value lies in face to face
9. Follow up with Reinforcements
Implement and communicate specific performance
measures with associated reward and recognition
mechanisms beyond the life of the project
Plan for reward costs in the project plan
45. The Rough Guide to… Leading through Change45
Follow
Define
Propose
Consult
Confirm
Follow
Up
Action
Articulate Requirements
Create Proposal
Deliver Proposal
Message to wider population
Talk to impacted employees
Be prepared to adjust the proposal
Confirm with employees any changes made
Confirm the timeline for the changes
In line with project plan
Reinforce with
measures & rewards
The
Flow
And,
47. The Rough Guide to… Leading through Change47
Then Check Out My New E-Book*
Note:
*. Shameless Plug!
48. The Rough Guide to… Leading through Change48
About Me
Jim Lefever
Director, HR & Change Management
at HR2BE
http://au.linkedin.com/in/jimlefever/
Jim.lefever@hr2be.com.au
hr2be.com.au
49. 49 The Rough Guide to… Leading through Change
We work with Small and Medium Businesses
to put in place effective and pragmatic
Human Resource and Change strategies
and actions that will save you money,
minimise your risk and increase
productivity.
Our fully qualified and experienced team
can be engaged to deliver a basic policy or
single project, such as a new performance
management system, through to acting as
your outsourced HR partner on a retained
basis. We can help you by drafting
employment contracts, Human Resource
processes, HR training or to put in place a
full Human Resource program of works.
Core Solutions:
Change Management
HR Audit
HR On Demand
HR Foundations
HR Projects
HR Strategy
Contact us to find out more:
Jim.Lefever@hr2be.com.au
http://www.hr2be.com.au
About Us