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Management

People – the Human Factor

A lot A little

Slow

Fast

Competition

Funding streams

Client need

New broom

Crisis

New targets

People’s insecurities

Increased workload

Challenge to status

Apathy

Lack of knowledge

Low morale

Increasing in driving = increase in resisting forces. Equilibrium does

not change but is maintained under increased tension.

Some famous change resisters

• Einstein• Darwin

• IBM• Henry Ford• Peter Cook

“ A conviction is a greater enemy to truth, than a lie’

Frederick Nietzsche

“The best thing you can do is the right thing; the next best

thing you can do is the wrong thing; the worst thing you can

do is nothing.” -Theodore Roosevelt

“20 years from now you will be disappointed more by the things you didn’t do than by the one’s you did. So throw off the bowlines. Sail away from the safe harbor. Catch the trade winds in your sails. Explore. Dream. Discover.” -Mark Twain

Thomas Edison

Sir Isaac Newton

Clive Sinclair

Charles Babbage

Don’t give up your day job …

- Dr. Len Fisher – the Dunkability Zenith

- Cornell Uni – ‘incompetent people are incompetent at recognising incompetence’

- The Blonsky

- Buck Weimer of Colorado – Under–Ease Pants

- Robert Lopez work on Cat ear mites

-Nijmegan Bristol University – Using magnets to levitate frogs.

- The Mathematician – Odds of 710,609,175,188,282,000 to 1 that Mikhail Gorbachev if the anti-Christ.

“ Why can’t the status quo be the way forward in this

matter’

Impassioned statement made during a debate at the Church of England General

Synod

The Change Curve

The Cycle of Change

Denial

ResistanceAcceptance

Commitment

• Challenge: Head in the sand. Don’t want involvement

• Strategy: Tangible proof

• Challenge: Lots of barking.

• Strategy: Inspirational leadership and lots of support. Or throw a stick.

• Challenge: Lots of talking, look to leave

• Strategy: Balance consultation with action, momentum

• Challenge: China shop

• Strategy: A good plan

Engagement

Desire

High

Low

Low

Committed Accepting

DenyingResisting

Tangible Proof

A good planLess talk, more action

Direction & Support

Some key points …

• Worry if there is no resistance

• Don’t undermanage (‘It’ll work itself out’)

• Don’t over manage (‘Resistance is futile. You will be assimilated’)

7 Dynamics of Change

Anyone find that tough to do?

People will feel awkward, ill at ease and self conscious

Anyone think that was a bit of a laugh?

People are at different levels of readiness for change

The Diffusion of Innovations

What did you do when I asked for the final 5 changes?

People can handle only so much change

GenDon. RegOne. LotDon

DonUso. DonSol. DonLot.

Did you concentrate on putting on, or taking off?

People initially focus on what they have to give up

Anyone ask to swop with someone, or borrow something from someone else?

People will feel alone even if everyone else is going through the same change

Was it getting increasingly hard to find things to change?

People will be concerned that they do not have enough resources

What did you do when I said ‘you can sit down now’?

If you take the pressure off, people will revert to their old behaviour

uy –In

arriers

enefits

BBB

6 Stages of Concern

1. Information

4. Impact

6. Refinement

3. Implementation

5. Collaboration 2. Personal

You’re not trying to keep everyone happy!

• Richard and Mac McDonald invented fast food

• Cyrus McCormick – installment payments for farm machinery

• Henry Ford – cheap motor cars

• Ray Tomlinson - email

Getting them onside – using rapport

“Rapport is POWER. With it you can get things done you can’t get done any

other way.”

Tony Robbins

The Bus To Town

How are your listening skills?

Noam Chompsky

How good are you?