1.
Presenting Today
Laura Goodrich
Author, Speaker and Online Learning,
Global Workforce Innovator
Global Workforce Transformation
laura@GWTNext.com
Follow along on Twitter: #BizWebinar @BizLibrary
Erin Boettge
Content Marketing Manager,
BizLibrary
eboettge@bizlibrary.com

2.
BizLibrary helps organizations succeed by improving the way
employees learn.
www.bizlibrary.com/free-trial

3.
Technology
Global Connectedness
Demographic Shifts
Changing Consumer and Employee
Expectations
Drivers of Change

4.
”As these drivers of change collide, they will
produce changes so significant that much of
the management intuition that has served us
in the past will become irrelevant.”
McKinsey Institute

5.
The Need- The Necessity

6.
We live and lead in a time of unprecedented
change where a new product or innovation can
drop into the marketplace and change the game
overnight.
Laura Goodrich

7.
WHAT Is Getting In the Way of
Creating a Mindset for Change
Upwards of 70% of thoughts are unconsciously
focused on fear and those things we don’t
want.
This unconscious focus is literally
paralyzing organizations.

8.
Accenture Studies: 1 Million Employees
Myth #1: Too much change, too fast, is destructive. According to the data,
organizations that have a Mindset for Change, high performing groups actually thrive in
a change dynamic environment.
Myth #2: Change causes organizations to go off track. In fact, 85% of groups that run
into trouble had major underlying issues before implementing their change program.
Myth #3: Performance will dip during early stages of change. For organizations
that have a Mindset for Change, high performance groups performance actually
improves from the start
Myth #4: People need to completely understand any change before committing to
it. With leaders and organizations that have an individual and collective mindset
for change will embrace change. In essence, they are willing to get in the car,
before they know exactly where it’s headed.

9.
When it comes to change, most organizations focus on structures,
processes, and systems instead of Mindset. Few recognize that
without a collective Mindset for Change targeted towards leaders
and then their employees, their best efforts to change will fail.
So how do we expect our teams or
organizations to change if the
leaders and people within them
don't?
Change

10.
Mindset
Mindset is a deeply engrained set of
assumptions, methods and beliefs
held by one or more people or
groups of people. Since Mindset is
typically developed over years of
conditioning it has the potential to
create powerful incentives for
people to accept those
assumptions, methods and beliefs.

11.
Creating a Mindset for Change
• Urgency
• Awareness, understanding and commitment
• Accountability
• Spaced learning, reminders, and
reinforcement of the value of Creating a
Mindset for Change.

12.
It took: 50 years - Electricity
30 year – Radio
18 years –Color TV
13 years –Mobile Phones
7 years - Laptops
A few days – Mobile Apps
For 25% of Americans to accept

13.
Diffusion of Innovation

14.
Shared Conversation

15.
of

16.
Who in the world is leading the way?
Online learning has now surpassed
stand and deliver learning as the highest
spend, and most popular learning in
Asia.
This is a seismic shift.
Asia
What Cegos learned is that:
The learner has an insatiable thirst for learning
Wants control of their professional development.
Wants their own schedule
Loves using their tablets and smart phones
Jeremy Blain, Cegos APCA (Asia Pacific)

17.
Cinematic Micro-Learning
The art of coaching through bite-sized video stories,
spaced overtime, followed by self-reflection questions
•Bite-sized micro-learning (average 90 sec.)
Leader 33 videos
Individual 26 videos
•Self reflective questions to make the learning personal
•A digital Toolkit to chart your course and serve as a
dialogue tool for leaders and their employees
•A road map for 1:1, co-hort, group coaching conversations,
research, sharing of ambassador stories.

18.
Where are you now?
On a scale of 1-10, how
effective are your leaders
at managing and leading
change?

19.
Tangible Benefits and Outcomes
The program will influence open
and honest conversations about
change that will create support
and focus on positive outcomes.
Leaders and staff will know how to
effectively manage the human side of
change, both for themselves as
individuals and also for their reports,
teams and organization.
Leaders and employees will be
prepared to execute and
champion change
We can create an agile workforce in our
industry not just for known changes but
also unknown changes in the future.

20.
Bringing the organization together by creating a mindset for
change will prepare us to optimize performance now and in
the future.
Driving It Home
Where people are not moving
in opposite directions
They’re moving in the
same direction
Driving yourself, your team and
your organization to a positive future

21.
Driving Yourself, Your Team and Your
Organization to a Positive Future

22.
Where
people
Are NOT
moving in
opposite
directions
Driving It Home

23.
They’re
moving
In the
SAME
DIRECTION
Driving It Home

24.
Recommended Resources
The Seeing Red Cars
Mindset
1. The Seeing Red Cars Mindset
2. It Started in Your Youth
3. Don’t Want…Don’t Want…Don’t Want
4. Why Is It so Hard to Change?
5. A Sightline to What You Want
6. How to Manage Your Moments
7. Being Aware of Our Changing World
8. Creating a Positive Focus
9. Change is Hard
10. Take Charge
11. Creating Clarity
12. A True Example of Positive Focus
13. People Can Tell What You Are Thinking
14. Working With Your Strengths
15. Creating a Great Day
16. How Leaders Can Influence Others
17. Keeping on Track
18. The 70%
19. Understanding the Dynamics of a Team
20. It’s Never Too Late to Change
21. You Have to Be Bad Before You Get Good
22. Embracing Change
23. A Positive Future
24. Playing to Your Strengths
25. Is It Pain or Opportunity
26. Focusing on What You Want

25.
Try out these video lessons and
more!
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