Upload
others
View
6
Download
0
Embed Size (px)
Citation preview
S E P T E M B E R 2 0 1 4
CHANGE
LEARNER OBJECTIVES
Understand Leadership Challenge Model as it applies to managing change
Understand Switch analogy of how to effect change by managing its multiple components
Apply the analogy to a specific change required for your program
Understand the components of resistance
Identify strategies to influence stakeholders who are resistant to change
WHO MOVED MY CHEESE?
LEADERSHIP PRACTICES INVENTORY
The Leadership Challenge by
Kouzes and Posner
Complete the Leadership Practices
Inventory SELF Response Sheet
MODEL THE WAY
Clarify values
Affirm shared ideals
Set the example
INSPIRE A SHARED VISION
Envision the future
Enlist others in a common vision
CHALLENGE THE PROCESS
Search for opportunities
Seize the initiative
Experiment and take risks
ENABLE OTHERS TO ACT
Foster collaboration
Build trust
Strengthen others
ENCOURAGE THE HEART
Recognize contributions
Celebrate the values and victories
BACKWARDS VISIONING EXERCISE
Imagine that it is one year from now and you have made change in your program to meet your goalsDescribe
• what has made this change a success• the outcomes achieved• what you are particularly proud of
Share with a colleague
HOW DO YOU GET PEOPLE TO MAKE
CHANGE?
Need to Account for
Situation
Heart
Mind
HOW TO RIDE AN ELEPHANT
THE RIDER
Conscious planning part of
the brain
Sets goals and looks towards the
long term
THE ELEPHANT
Emotional part of the brain
Seeks the easiest path & looks for
short term benefits
THE PATH
The direction; make it easy for the elephant and the rider to see the new path
METHODS TO DIRECT THE RIDER
Find the bright spots
Script the critical moves
Point to the destination
MOTIVATE THE ELEPHANT
Find the feeling
Shrink the change
Grow your people
SHAPE THE PATH
Tweak the environment
Build Habits
Rally the herd
Keep the Switch Going
SWITCH WORKSHEET
• On your worksheet• Define the problem/issue where you need change• Answer the questions about the rider, elephant and
path
• When completed• Share with partner• Give each other feedback and suggestions
RESISTANCE
What are the factors that influence or bring about resistance
RESISTANCE
•Vision
•Time
•Choice
•Comfort
Lack of
•Culture
•Hierarchy
•Communication
Situational Factors
RESISTANCE People don’t see the need to change
Never done it like that before
Bogged down in analysis
Need to overcome old patterns of behavior
I will change tomorrow
My team hates change/It will never work
Lost momentum; Nothing’s happening
Too much change
STRATEGIES TO OVERCOME
RESISTANCE
Communicate vision
Anticipate Issues Involve team
Listen to concerns
Support/ Celebrate
accomplishmentsIncentives
Plan checkpoints
FOR CHANGE TO SUCCEED….
The change must mean something to those who are affected by it
Multiple system strategies must be activated to influence the change
Resistance to change must be understood & appropriately managed