Leadership and the Process of Change - IHS...
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Leadership and the Process of Change Presenter: C.W. Miller President, CTC [email protected] www.customtrainingconcepts.com
Transcript of Leadership and the Process of Change - IHS...
Leadership and the Process of Change
Presenter:
C.W. Miller
President, CTC
www.customtrainingconcepts.com
Perspectives regarding our view of change
Understanding change as a basic process
Opposition to change
Becoming the “Change Agent”
A Four Stage Plan for Implementing Change
Q&A
Agenda
Participants will be able to…
1…explain why we are all resistant to change.
2…relate change opposition to three phases of the process
3…demonstrate the difference between managers and leaders
4…apply leadership skills to serve as a change agent
5…draft a basic four step plan for implementing change
Learning Objectives
Change • Looking forward to change?
• Want things to get better but stay the same?
I love change…
…as long as someone else is making it.
Patterned Thinking
• Instinct for survival
• Fear of risk
• Enhanced identification of threats
• Areas of brain associated with detecting threats are 3-4 times larger than those associated with evaluating opportunity.
Patterned Thinking Reduces number of
daily decisions Can be helpful Elephants tether
Auto Pilot
Paradigms
• Subconscious beliefs – 95% of decisions
• Based on our 5 and 50
• Neuro-programming
• Impacts how we judge the world we see.
(I’ll see it when I believe it)
Not Necessarily Based on Truth
Biases
• All people have biases
• Five major types
Similarity - People like me are better
Expedience – If it feels right, must be true
Experience – My perceptions are accurate
Distance – Closer is better than further away
Safety – Bad is stronger than good
• Know what you believe, don’t believe that you know.
• Examine unconscious drivers.
• Reprogram the unconscious.
• Build pre-determined decision trees
Looking at Change
What Changes Are You Facing?
Change is a Process
A Process of Transition
The Transition Process
Current
Comfort Zone
Awkward Adjustment
Period
A New
Comfort Zone
Phase 1 Let go of the old
Phase 3 Embrace the new
Phase 2
Food for Thought
• 65% of change initiatives fail
• Not because they are bad ideas
• Because of a failure to consider the impact on the people involved
When you fail to consider the impact on the people…
…the people become your opposition.
Hot Tip:
© Custom Training Concepts
Opposition to Change
The Three Faces
Analytic Anna
Concerned about objective facts
Confusion about goals
Fear of unwanted results
Thinks change might be made for the wrong reasons
Self-Centered Sam Indifferent towards company’s
goals and ambitions
Concerned about the stability of his or her job
Thinks change is an attack on his or her personal performance
Cautious of too much control from upper management
Pessimistic Paul
Negative attitude towards any transition
Always fears the worst
Lacks trust in management and co-workers
Skeptical about the stated reasons
Who’s your Opposition
Consider the change you noted above.
Which face is most likely to rise up as opposition to your change initiative.
Why Do People Resist?
Discomfort!
FEAR!
Why Do They Resist?
Discomfort!
Fear!
Who is the Change Agent?
Anyone could
be!
They must be a leader!
Managers and Leaders
How do you become a Manager?
How do you become a Leader?
The Essence of Leadership
The Ability to Obtain Followers
People follow…
…because they want to.
It’s a Choice
The “Fair Trade”
Most common today
Give to get
Loyalty
Rare and Powerful
To The Vision
To The Person
Why People Choose to Follow
Building Loyalty Seven Simple Steps
1. Build Trust 2. Lead by Example 3. Show a Positive Outlook 4. Be Friendly and Approachable 5. Communicate Effectively 6. Demonstrate Concern 7. Involve Others
The Leader’s Role
Why Do They Resist?
Discomfort!
Fear!
The Leader’s Role
Remove Fear
Minimize Discomfort
Assist People in Letting Go
1) Preparing for Change
Get people comfortable with the general change process
2) Introducing the Change (Removing Fear)
Start with the Vision
Explain the Process
Help Them Let Go of the Old
Building Your Own Plan Four Stages
3) Implementing the Change
(Minimize Discomfort)
Start with a Bang!
Monitor and Adjust
3) Embracing the New Change
Celebrate successful implementation
Building Your Own Plan Four Stages
