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 toâĻ 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 toâĻ 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 toâĻ Leading through Change9
It Happens Due ToâĻ
Or
10. 10 The Rough Guide toâĻ Leading through Change
Caused By Core Factors
11. The Rough Guide toâĻ Leading through Change11
Creating These Types Of Change
12. The Rough Guide toâĻ 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 toâĻ 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 toâĻ Leading through Change15
A Lot Like The Video Coming NextâĻ
Caution: Some language may offend. Check your volume levels.
16. 16 The Rough Guide toâĻ Leading through Change
Please ExplainâĻ
Everyone goes through the cycle of Denial to
Acceptance and we all experience change
differently.
Our reactions are based on:
ī¨ Personal tolerance for change;
ī¨ The number of changes presently going on in
a personâs life;
ī¨ How critical the person perceives the change
to be; and,
ī¨ How much change has happened over the
past 12 â 24 months.
17. The Rough Guide toâĻ Leading through Change17
DR EC Is Better For Business Change
Time
Morale&Competence
Denial
Resistance
Exploration
Commitment
18. The Rough Guide toâĻ 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 toâĻ Leading through Change19
We Donât Like Change So WeâĻ
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 andâĻ
Weâre not happy!
Note:
1. http://bit.ly/RkWZI6
Blame Your Brain
23. The Rough Guide toâĻ Leading through Change23
We Fear Change In Four Key Areas
Relationships
ControlSecurity Status
24. The Rough Guide toâĻ Leading through Change24
Mr Maslow Can
Explain
Esteem
Love/Belonging
Safety
Self-Actualisation Control
Status
Relationships
Security
Physiological
25. The Rough Guide toâĻ Leading through Change25
And The Result Of Resistance IsâĻ
40%
Fearful &
Distrustful
15%
Hopeful &
Energised
30%
Uncertain but
Open
15%
Angry
Employee Reactions
to Major Change
28. The Rough Guide toâĻ Leading through Change28
Understand Resilience,
â...The ability to recover from, or adjust easily to, changeâ
Resilient People . . .
ī¨ View problems and challenges as opportunities.
ī¨ Learn from their mistakes/failures.
ī¨ Succeed despite their hardships.
ī¨ Seek out new and challenging experiences.
ī¨ Donât let anxiety and doubts overwhelm them.
ī¨ Have a sense of humour and realistic optimism
under stress.
ī¨ Donât feel shame or depression in the face of
failure.
ī¨ Transform helplessness into power.
ī¨ Move from being a victim to being a survivor.
29. The Rough Guide toâĻ 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 toâĻ Leading through Change
Then, To Become Resilient
ī¨ Say what you mean
ī¨ Do what you say
ī¨ Donât speak ill of others
ī¨ Ask questions
ī¨ Communicate with others as clearly
as you can
ī¨ Donât rush to judge others
ī¨ Accept othersâ criticism or praise
ī¨ Do the best that you can
ī¨ Accept that your best will change,
depending upon the circumstances
31. The Rough Guide toâĻ Leading through Change31
DANGER
HIDDEN
OPPORTUNITY
Explore The Opportunity In Crisis
*
32. The Rough Guide toâĻ Leading through Change32
And Take Control
ī¨ Stay Flexible
ī¨ Increase your Knowledge of the Change
ī¨ Be open to every Opportunity
ī¨ Be Positive
ī¨ Use your Support Network
ī¨ Take Care of Yourself
ī¨ Accept your Emotional Response
ī¨ Plan and Be Organised
34. The Rough Guide toâĻ Leading through Change34
Always
Remember
35. 35 The Rough Guide toâĻ Leading through Change
Then Learn How ToâĻ
Verbal Tips
ī¨ Encourage discussions
ī¨ Ask open ended questions
ī¨ Paraphrase in response
ī¨ Thank the person for participating
and/or talking with you
Non-Verbal Tips
ī¨ Relaxed, open body language
ī¨ Maintain eye contact but not too much
ī¨ Be aware of personal space
36. The Rough Guide toâĻ Leading through Change36
Communicate Effectively,
ī¨ Treat your team as adults, not teenagers
ī¨ Be open, honest and transparent
ī¨ Actively listen
ī¨ Consider your use of language
ī¨ Be visible; Donât hide in your office
ī¨ Use appropriate media
ī¨ Consider frequency of message
37. The Rough Guide toâĻ Leading through Change37
Resistance
ī¨ Continuous communication
ī¨ Active listening
ī¨ Stay positive
ī¨ Identify & highlight
opportunities
ī¨ Celebrate successes
ī¨ Delegate responsibility
ī¨ Call out behaviours
ī¨ Maintain
communications
ī¨ Focus on actions
ī¨ Look forward
ī¨ Build on their
excitement
ī¨ Get them involved
ī¨ Use positive staff
Respond Appropriately,
ī¨ Set clear objectives
ī¨ Reinforce the
reasons for change
ī¨ Be visible
ī¨ Involve staff in
discussions about
the change
ī¨ Focus on short term
goals
ī¨ Acknowledge
emotions
ī¨ Celebrate Success
ī¨ Ask them to share
what they think of
the change
Denial Exploration Commitment
38. 38 The Rough Guide toâĻ Leading through Change
Set The Example
ī¨ Do what you say you are going to do
ī¨ Maintain a sense of urgency
ī¨ Stay flexible
ī¨ Focus on short range objectives
ī¨ Celebrate success
ī¨ Be proactive and positive
ī¨ Get resistance out in the open
ī¨ Actively communicate
ī¨ Protect quality and customer service
ī¨ Support higher management
39. The Rough Guide toâĻ Leading through Change39
And Decide; Manager Or Leader?
ī¨ Deal with the Status Quo
ī¨ Work in the System
ī¨ React
ī¨ Control risks
ī¨ Enforce organisational rules
ī¨ Seek and then follow direction
ī¨ Control people by pushing them in the
right direction
ī¨ Coordinate effort
ī¨ Provide instructions
ī¨ Hear their staff talking
ī¨ Deal with Change
ī¨ Work on the system
ī¨ Are proactive
ī¨ Seek Opportunities
ī¨ Challenge organisation rules
ī¨ Provide a vision to believe in
ī¨ Motivate people to achieve the right
goals
ī¨ Inspire & energise achievement
ī¨ Coach and empower staff to act
ī¨ Actively listen to their staff
MANAGERS LEADERS
41. The Rough Guide toâĻ Leading through Change41
Never Forget RuleâĻ
Never forget the
Individual
42. The Rough Guide toâĻ Leading through Change42
AndâĻ
Never forget
Rule One
43. The Rough Guide toâĻ 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 toâĻ Leading through Change
Understand The Fine Print
1. Never forget the Individual
ī¨ Never lose sight of the fact that you are making
changes that impact individuals
ī¨ Always consider how you would feel if you were the
employee being impacted
2. Never forget the Survivors
ī¨ Uncertainty is one of the key reducers of productivity
during change
ī¨ Always consider how you would feel if you were a
colleague of the employee being impacted
3. Avoid Dislocation of Expectation
ī¨ Be extremely careful when setting expectations
ī¨ If you say you are going to do something, do it!
ī¨ No off- the-record comments
4. Define the Need
ī¨ Be able to clearly articulate reasons for, and benefits
of, the change
ī¨ There will be questions and you must be prepared to
answer them
5. Stay Flexible
ī¨ âStuffâ happens, be prepared for it
6. Engage at all Levels
ī¨ Managers and supervisors play a crucial role in
successful change
ī¨ Provide for coaching and mentoring of managers and
supervisors during the change
7. Expect and welcome Resistance
ī¨ Be proactive. identify what resistance may look like
and build support early
ī¨ Accept that you will also have to react and plan
accordingly
8. Communicate, communicate and
communicate
ī¨ Rumour loves a vacuum
ī¨ You cannot over-communicate
ī¨ Greatest value lies in face to face
9. Follow up with Reinforcements
ī¨ Implement and communicate specific performance
measures with associated reward and recognition
mechanisms beyond the life of the project
ī¨ Plan for reward costs in the project plan
45. The Rough Guide toâĻ Leading through Change45
Follow
Define
Propose
Consult
Confirm
Follow
Up
Action
ī¨ Articulate Requirements
ī¨ Create Proposal
ī¨ Deliver Proposal
ī¨ Message to wider population
ī¨ Talk to impacted employees
ī¨ Be prepared to adjust the proposal
ī¨ Confirm with employees any changes made
ī¨ Confirm the timeline for the changes
ī¨ In line with project plan
ī¨ Reinforce with
measures & rewards
The
Flow
And,
47. The Rough Guide toâĻ Leading through Change47
Then Check Out My New E-Book*
Note:
*. Shameless Plug!
48. The Rough Guide toâĻ 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 toâĻ 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
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Core Solutions:
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Contact us to find out more:
Jim.Lefever@hr2be.com.au
http://www.hr2be.com.au
About Us