Building People Resiliency to Thrive in Times of Change

Speaker Series

www.nhrdpune.org Copyright NHRD Pune Chapter

LEADING CHANGE
Building Resiliency to Thrive
in Waves of Change

Mr. Eric Kung, M.DIV., M.S.W., B.COMM.
Chairman & CEO,
Human Dynamic
29th July 2009


Leading Organizational Changes

Business trends in the 21st century
• More restructuring, mergers & acquisitions, outsourcing, relocation, off-
shoring, and organizational changes to streamline operations
• Drastic cost cutting exercises
• More competitive, faster and higher quality to gain customer delight
• Increased importance and emphasis on external relationships and
teamwork
• Less defined and clear-cut career paths
• War for talent & employee engagement


What’s The Key For 21st Century
Organizations?
The ability to continuously adapt to the changing business environment

Customers Shareholders
Resources Technology

ORGANIZATION
Organization
Strategies Processes System
Infrastructure

ROLES RELATIONSHIPS

Competitors Regulations

Industry/Marketplace Government


People Management Challenges

• Managerial & leadership deficits
• Coping with changes
• Loss of team play
• Communication tangles
• Conflicts
• High stress & staff turnover
• Low morale & weak commitment
• Performance problems
• Diversities issues
• Work life balance issues


Transforming Organizations:

Why Firms Fail?
Fail?
(John Kotter, Leading Change, 1996)

1. Not establishing a great enough sense of urgency
2. Not creating a powerful enough guiding coalition
3. Lacking a vision
4. Under-communicating the vision by a factor of ten
5. Not removing obstacles to the new vision
6. Not systematically planning for and creating short-term wins
7. Declaring victory too soon
8. Not anchoring changes in the corporation’s culture


Adaptive Leadership

“It is not the strongest of the species that survives, nor the
most intelligent; it is the one that is most adaptable to
change.”
……..Charles Darwin


What is Needed?

Developing Key Skills for the 21st Century Executives

• Ability to lead organizational change
• Ability to help others change
• Ability to change themselves


The Process of Change

Ending Transition Beginning


Managing Transition

Change is not the problem
Managing transition is the problem


An Integrated Management Approach
for Your Organizations
Have a Business Partner for Change Management
EFFECTIVE STRATEGY IN CHARGE AND BEHAVIORAL RISK MANAGEMENT

Prepare for Facing Embracing
Change Change Change

Through workshops and Onsite support on the Separating Employees:
training, prepare HR and day of announcement to Career Transition
managers in communicating assist both separating Group Workshops
change the right way. and remaining staff cope Personalized career
with their emotional coaching programs
Prepare HR and managers to reactions that follow.
conduct separating interviews.
Remaining Employees:
Coach managers and HR and Workshops &
managers in maintaining and trainings to rebuild
restoring morale of remaining teams & improve
staff. morale
Personal coaching
sessions


Build People Management Effectiveness
Through Organizational Learning
MASTER CHANGE THROUGH EFFECTIVE LEARNING & COACHING

Need for more Coaching to
build further on
improvement
Coaching

Improvement in
Greater Improvement in
Performance Need for Coaching performance
Individuals, Teams

Need for more Coaching Coaching
to build on improvement


Leading Change Model

• Visioning
• Communicating
• Implementing


Visioning:

Defining the
purpose for
change


Visioning:

• Where are we going?
• Why do we want to get
there?
• How would we get there?
• What is it in for you, for
the team, and for the
company?


Why Change?


Why Change?

Because we want to
build a better, stronger
and more viable
organization to face the
challenges of the future


Why Change?

As a leader you need to
make the vision for change
meaningful and relevant to
your team members so that
they are willing to follow you
and to support the change
process


Effective Communication
is the key to the success
of introducing any
organizational changes!


Effective Communication Channels

• All staff meeting
• Department meeting/team meeting
• Focus group meeting
• Joint consultative committee
• Bulletin, newsletter, intranet or other forms of e-communication
• FAQ


Communicating Change

Communicate,
communicate, and
communicate!



• Make sure that employees are informed by frequent and honest
communications before, during and after the change
• Effective staff communication facilitate the transition from the old to
the new
• “Tell it early, tell it all, tell it yourself.”
• Secrecy invites rumors and morale issues



• Explain the problem/challenge that the organization is
facing
• Present the vision for change & the benefits of change to
the staffs and to the organization
• Use metaphor that conveys positive meaning for change
(building a new and stronger organization, mission
accomplished and going to a new journey, or “New
Horizon”)



• Gain their support to work with you to ensure a smooth
transition and to maximize their performance
• Understand their issues proactively and explore possible
solutions
• Address to their worries, concerns & feelings
• Sincerely thank your staff for their contribution to the
company


Personal Resiliency

“More than education, more
than experience, more than
training, a person’s level of
resilience will determine
who succeeds and who
fails. That’s true in the
cancer ward, its true in the
Olympics, and it is true in
the boardroom…”

…..Diane L. Coutu


Characteristics of Personal
Resiliency

• A staunch acceptance of
reality

• A deep belief that life is
meaningful

• An uncanny ability to
improvise


What if…

• You only have 7 months
to live and you can do
whatever you want to
do…

• How would you manage
this drastic change?


Emotional Experience of Change

Increase self-reliance

•Acceptance
•Anger (Emotion)

Gradual realization of
real consequences
Movement towards
Mood increased self-
Why me?? •Bargaining
awareness &
(Stability) contact with others

Loneliness, guilt,
•Denial (Shock) meaningless
•Depression


Acceptance of Reality

Holding Letting Moving
On Go On


Acceptance of Reality

• Recognize your emotions
about change
• Express your emotions
about change
• Accept the responsibility
of managing change
• Light up your life with
hope and positive action


Change Management Styles

• Victim
• Survivor
• Adapter
• Master


Victim


Survivor


Adapter


Master


Mastering Change

You may not be able to master the decision and
process of life changes but you can master your
emotions about those changes and your ability
of mastering those changes

Mastering Change


Mastering Change

• Know your goal
• Anchor on your values
• Manage with your
strengths
• Maintain your balance
• Hope for a better future


Know Your Goal

“Forgetting what lies behind and reaching forward to
what lies ahead. I press on towards the goal…”


Visualization of Change Outcome

The secret of successful
change management is
to concentrate your
mind on the feeling that
you have already
achieved your goal


Visualization of Change Outcome

“Just think about the baby!”

Making of Corporate Athlete

“Tough time never lasts, tough people do.”


Energize your Life!
Change is only a process!


DNA of Well-Beings
Well-
By Margret Moore of WellCoaches Corporation

Positive psychology
A scientific basis for well-
being: health & happiness


Prayer for Managing Change

• Give me Patience to
accept the things that I
cannot change.

• Give me Courage to
change the things that I
can.

• Give me Wisdom to
know the difference of the
two.


Hope for a Better Future

• Hope is a promise
• Hope is a commitment
• Hope is waiting for the “sunrise”; the darkness will soon
be over
• Hope is believing and seeing a better future


Get Yourself Ready for Change

• Viewing change as
challenge
• Taking control for your
future
• Staying committed to
your mission and hope


Questions and Answers

Mr. Eric Kung, M.DIV., M.S.W., B.COMM.
Chairman & CEO,
Human Dynamic
www.humandynamic.com
eric.kung@humandynamic.com


Building People Resiliency to Thrive in Times of Change

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