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The People Side of Organizational Improvement
Pam Solberg-Tapper MHSA, PCC
Executive Coach/Leadership Development
“Success in business is 15% technical ability while 85% is the ability to deal with and
impact people.”
Dale Carnegie
People and Change
• Why People Resist Change• Critical Leadership Skills for Dealing with People• Best Practices
About Change
• The natural reaction to change, even in the best circumstances, is to resist
• People go through the change process in stages• People go through these stages as individuals
Change Management: The People Side of Change: Hiatt and Creasey
SurvivalSurvival
SecuritySecurity
BelongingBelonging
ImportanceImportance
Self-actualizationSelf-actualization
“Try to honestly see things from the other person’s point of view”
Dale Carnegie Human Relations Principle
WIIFM?
“People support a process that
helps them succeed”
Leadership Training for Managers: Dale Carnegie
Why People Resist Change
• Not understanding the need for change
• Not knowing what is in it for them• Fear of unknown – job
security/loss of status• Not being consulted• Peer pressures• Non-reinforcing reward systems• Limited skills and training• Climate of mistrust
• Poor communication of what new process and expectations will be
• Politics• Not understanding difference
between change and transition• Lack of people skills of leaders• Poor timing• Perceived as temporary fad• Too much change in short time
period
The Power of Why
“People don’t buy what you do; they buy why you do it. And if you talk about what you believe, you will attract those who believe what you believe.”
Simon Sinek
Why Before WhatWhy?Messages about the business today (shared during the earliest stages
of the change)• The business issues or drivers that create a need for change• Competition or changes in the marketplace including customer issues• Financial issues or trends• What might happen if a change is not made (the risk of not making the
change)
What? Messages about the change (shared after people understand the
business situation and business reasons for change)
Change versus Transition
Change• Situational• Concrete• External• Ending
Transition• Psychological• Diverse• Internal• Starts with end
“Successful change is dependent upon a successful transition”
Managing Transitions – William Bridges
About Endings
The biggest mistake leaders make is the failure to think through who will have to let
go of what when change occurs
Managing Endings
• Make it clear why the ending was necessary• Identify who is losing what• Acknowledge losses openly, with empathy• Expect signs of loss• Mark endings
"Change is hard because people overestimate the value of what they have –
and underestimate the value of what they may gain by giving that up."
James Belasco and Ralph StayerFlight of the Buffalo (1994)
About the Neutral Zone
Both challenging and opportune place and is at the core of the transition process
It’s Linus when his blanket is in the dryer
“There is nothing to hang onto”
About The Neutral Zone• Anxiety and emotions rise• Motivation falls and productivity decreases• Systems are in flux• People tend to polarize• Confusion
Managing the Neutral Zone• Let people know this is natural – train them on
Transition• Develop a transition team - communicate and listen• Be clear on vision and the “why”• Provide focus• Set short term goals – avoid overambitious targets• Strengthen intra-group connections
About New Beginnings
• People make the new beginning only if they first made an ending, and spent time in the neutral zone
• Most organizations start at the beginning• Frequently on the road to getting better, things first get a
little worse
Managing the New Beginning
• Picture – what does the new look like? • Transition plan• Give people a part• Ensure quick wins• Celebrate successes – rewards reinforce the new
Leading Change
To lead effectively,
you must be able to connect and
communicate your agenda to others.
Most Critical Leadership Skills for Dealing with People
Communication/listening 43%
Effective people management skills 17%
Emotional intelligence and empathy 15%
Values and integrity 8%
Vision 6%
Empowerment 6%
Ken Blanchard Companies Studies