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Presenter:
Randy Pennington
Author, Speaker and Consultant
@RandyPennington.
Host:
Erin Boettge
Product Manager
Follow along and participate on Twitter: #BIZWEBINAR @BizLibrary
Improve employee performance with the largest
and fastest-growing library of training videos.
What the movie and
television industry know
@RandyPennington
The ability to quickly change
and adapt in pursuit of your
vision is the difference
between excellence and
irrelevance.
Faster
Better
Cheaper
Friendlier@RandyPennington
“70 percent of change efforts fail to achieve
their desired goal.”
-John P. Kotter@RandyPennington
Ten Reasons Why
Change Fails
1. Poor planning or
resource allocation
2. Goal, purpose, or
desired result is
not clearly defined
3. Lack of buy-in for
change
4. No accountability
5. The change is
never given time or
resources
6. Lack of processes
or guidelines
7. Poor or no support
from leadership
8. No measures or
metrics to evaluate
success
9. Resistance derails
the change
10.Take on too many
changes at once
@RandyPennington
Change doesn’t fail because of
faulty models. It fails because
of faulty leadership.
@RandyPennington
The challenge:
How do we change more quickly and
more effectively?
@RandyPennington
What is the most important aspect of making change
work that interests you today?
• Building buy-in and support for change
• Overcoming resistance to change
• Helping leaders and managers be more effective at leading
change
• Influencing a nimble culture that makes change a strategic
advantage
Quiz Question!
@RandyPennington
The Difference Between
Leading Change and
Managing Change
@RandyPennington
Change management:managing projects and processes
Change leadership:inspiring and connecting with people
to bring them with you on a journey@RandyPennington
Leaders build support and
buy-in for change with …
• What they say
• What they do
@RandyPennington
CONNECT WITH
PEOPLE WHERE
THEY ARE
@RandyPennington
Quiz Question!
What percentage of the things leaders talk about
when it comes to change is not important to the
vast majority of people listening?
• 30%
• 50%
• 80%
• More than 95%
@RandyPennington
“80 percent of what leaders
care about and talk about
when trying to enlist support
for change doesn’t matter to
80 percent of the workforce.”
-Scott Keller and Carolyn Aiken
McKinsey & Company@RandyPennington
People support and take action to
change for their reasons not ours.
@RandyPennington
Individuals want to know
• From what to what?
• What does this change mean for what I do and how I operate on a daily basis?
• Will this make a difference?
• How will success be measured?
• What is the support level for this change?
@RandyPennington
Involve People
Early and Often
@RandyPennington
People support what they help createx
No one argues with their own ideas and
information
@RandyPennington
Four Levels of
Involvement
• Input: Ask for feedback on the change
• Participation: Solicit questions, concerns, and ideas to
implement
• Collaboration: Work in partnership to develop
solutions that work for everyone
• Empowerment: Give others control of the decision and
implementation within agreed upon boundaries
@RandyPennington
Leading change would be easy if
it weren’t for people!@RandyPennington
USE RESISTANCE AS YOUR FRIEND
@RandyPennington
The assumption:
People want to do a great job and deliver service that helps the customers we serve.
@RandyPennington
Using resistance as
your friend
• Respect the individual – embrace the resistance as well-intentioned
• Pull don’t push
• Be open to other options for achieving the goal or purpose
@RandyPennington
Which of the following is the most challenging type
of resistance you experience in your organization?
• Skeptics
• Know-it-alls
• Argumentatives
• Grudge carriers
Quiz Question!
@RandyPennington
@RandyPennington
Building a Nimble Culture that Embraces Change as a Strategic Advantage
@RandyPennington
Choices
Culture
Actions
Habits
How Culture
Develops
@RandyPennington
CHANGE CHANGE
@RandyPennington
Perspective Matters
Weeeeeeeeeeee!
@RandyPennington
We must …
• Change our thinking
• Change the conversation
• Change the consequences
@RandyPennington
GENERATE URGENCY
@RandyPennington
The ability to change is based on readiness.
Intellectual understanding does not ensure
emotional readiness.
@RandyPennington
The truth about change
People change for two reasons
• Crisis pushes us to change
• Opportunity pulls us to change
@RandyPennington
@RandyPennington
What’s on top of
your refrigerator?
Cookies or
Brussels
Sprouts?
GO FIRST
@RandyPennington
1. Invest in education
• Make Change Work® series in you BizLibrary subscription
• Make Change Work® session leader guide available from
Pennington Performance Group
2. Be more intentional about initiating and leading change
3. Change more often and celebrate wins
Three Ideas to Enable
Your Leaders
and Managers
@RandyPennington
For resources go to www.penningtongroup.com/make-change-work/
The present should be
guided more by the
future than the past.
@RandyPennington
Remember to follow Randy on Facebook,
Twitter, and LinkedIn!
Sign up for Randy’s
Newsletter at
www.penningtongroup.com
Make Change Work – Video Series
1. Dodos and Coyotes -Only the Nimble
Survive
2. The New Realities of Change
3. What Change Leaders Do
4. Achieving Buy-In for Change: Part 1
5. Achieving Buy-In for Change: Part 2
6. Use Resistance as Your Friend-
Follower
7. Use Resistance as Your Friend-Leader
8. When Change Isn't a Choice-Follower
9. When Change Isn't a Choice-Leader
10.Building and Sustaining a Nimble
Culture
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