Beat the 25% change commitment rate through powerful engagement
-
Upload
changefirst -
Category
Leadership & Management
-
view
236 -
download
1
description
Transcript of Beat the 25% change commitment rate through powerful engagement
Welcome to
Beat the 25%
commitment ratePresenter: Audra Proctor
Director of Learning, Research and Development
The webinar will start on the hour, just before then please use the on screen instruction to connect to the teleconference (if you have not done so already).
If you can no longer see these instructions then select the Communicate menu at the top of the WebEx window as shown below. You can join using:
• Your telephone (Teleconference)• Or by using a headset (Integrated Voice Conference)
Presenter: Audra Proctor
Director of Learning, Research & Development
Beat the 25%
commitment rate
© Changefirst Limited, all rights reserved 2014 changefirst.com 3
If you have not done so already, dial in to the audio part of this
webinar using the on screen instructions/communicate menu.
We will record the webinar so that you can watch it again at
www.changefirst.com/webinars
The webinar will last between 35 – 40 minutes
You can ask questions throughout the Webinar, using the Chat
panel on the right hand side of this slide. These will be answered
during the Q&A towards the end.
Housekeeping
© Changefirst Limited, all rights reserved 2014 changefirst.com 4
Enabling people and organisations to deliver change successfully
Trained over
14,500 people
Delivered workshops in more than
45 countries
Offices in Europe,
Australia & Brazil
Global delivery
capability
6,300 licenced users of our online application e-change
Over 19,000 participants in
our global database
Trained 330 in-house trainers
© Changefirst Limited, all rights reserved 2014 changefirst.com 5
Average engagement produces 25% commitment
April 2014, change success data from 5857 people in global organisations indicated the
following distribution of data across the commitment stages, in relation to a specific change
that their organisation was going through.
© Changefirst Limited, all rights reserved 2014 changefirst.com 6
1. Creating
motivation
2. Combining leadership
and followership
Actively engaging people in change
3. Components of an
engagement framework
© Changefirst Limited, all rights reserved 2014 changefirst.com 7
Definition of Engagement
The self-motivation that comes from a person’s involvement
in, support for and satisfaction with something, such that they
feel a sense of commitment and are moved to take action or
perform in service of that thing
© Changefirst Limited, all rights reserved 2014 changefirst.com 8
Where does motivation come from?
ExtrinsicIntrinsic
Motivation
© Changefirst Limited, all rights reserved 2014 changefirst.com 9
Motivation
Stretch
Control
Cooperation
Operant conditioning
Recognition
© Changefirst Limited, all rights reserved 2014 changefirst.com 10
1. Creating
motivation
2. Combining leadership
and followership
Actively engaging people in change
3. Components of an
engagement framework
© Changefirst Limited, all rights reserved 2014 changefirst.com 11
Stretch
Control
Cooperation
Recognition Future state focus
Openness & Support
Networking
Behaviour Modelling
Why should anyone want to follow me?
Leadership
Followership
© Changefirst Limited, all rights reserved 2014 changefirst.com 12
Average leadership produces 25% commitment
© Changefirst Limited, all rights reserved 2014 changefirst.com 13
1. Creating
motivation
2. Combining leadership
and followership
Actively engaging people in change
3. Components of an
engagement framework
© Changefirst Limited, all rights reserved 2014 changefirst.com 14
5 components of powerful engagement
© Changefirst Limited, all rights reserved 2014 changefirst.com 15
Communications
Over-used
Understanding
Pre-requisites
Leader commitment
Joined up
Tailoring
Consistency
Feedback
Rumours
Atmosphere
Anxiety
© Changefirst Limited, all rights reserved 2014 changefirst.com 16
Involvement
Willingness of line
managers
Transparent and well
managed expectations
Timing and capacity
On-going process
© Changefirst Limited, all rights reserved 2014 changefirst.com 17
Involvement
• Involvement in
solution design –
people commit to
what they create!
• Ability to influence
implementation
planning and
roll-out
© Changefirst Limited, all rights reserved 2014 changefirst.com 18
Involvement
• Involvement at
scale
• Involvement at
distance
© Changefirst Limited, all rights reserved 2014 changefirst.com 19
Learning
Competence
Exploration
Practice
Risk Taking
Making Mistakes
Improvement time
© Changefirst Limited, all rights reserved 2014 changefirst.com 20
Recognition and Reward
Risk taking (Peter Senge ‘90)
Pay for performance (Vanderheyden &
Ven den Broeck ’00)
© Changefirst Limited, all rights reserved 2014 changefirst.com 21
old ways of working and
resisting change is not
rewarded
Recognition and Reward
Small rewards for:
Behaviour change
Milestone achievement
Active involvement
Willingness to pilot
1-2-3
1. Exceed people’s
expectation
2. Give rewards soon after
results
3. Make rewards feel
personal and appropriate
© Changefirst Limited, all rights reserved 2014 changefirst.com 22
Mix and blend to build commitment
Commitment
HearUnderstand
Support
Try
Use
Own
Acceptance
Awareness
Time
Lev
el o
f C
om
mit
men
t
Le
arn
ing
Re
wa
rd
Co
mm
un
ica
tio
ns
Invo
lve
men
t
Re
co
gn
itio
n
Devil in the detail!
Local Manager
intelligence
© Changefirst Limited, all rights reserved 2014 changefirst.com 23
Change Leadership
Future State focus
Public & Private Support
Behaviour Modelling
© Changefirst Limited, all rights reserved 2014 changefirst.com 24
Summary
Best engagement driven by intrinsic motivation
Engagement/followership is inextricably linked to leadership
There are 4 key engagement processes
A mix and blend is important
Attributes of key change leaders are a pre-requisite to
success
© Changefirst Limited, all rights reserved 2014 changefirst.com 25
WelcomeAny Questions?
© Changefirst Limited, all rights reserved 2014 changefirst.com 26
Our next PCI Public Programme is on
8th & 9th July 2014
Learn how to use PCI – leave with a change plan.
Visit our website to register or find out more.
www.changefirst.com
© Changefirst Limited, all rights reserved 2014 changefirst.com 27
Briefing Paper: How to actively engage your people in organisational change
You can download this at: www.changefirst.com/knowledge-centre
© Changefirst Limited, all rights reserved 2014 changefirst.com 28
Connect with us
Stay on top of the latest change management news and research by connecting with us
+44 (0) 1444 450 777
Contact us
© Changefirst Limited, all rights reserved 2014 changefirst.com 29
Thank you!