©2009 Lance Dublin - 2DUBLIN CONSULTING
Working with organizations to assess, plan, design, and implement:
corporate learning and e-learning strategies & programs
large scale organizational and technological change initiatives
new ways of working
Over 30 years of experience in adult education and training, motivation and innovation, communication and change leadership.
Founder and CEO of Dublin Group, a leading training development and change implementation company
Speaker at national and international conferences
Author
©2009 Lance Dublin - 7DUBLIN CONSULTING
ManagementStructures &
Systems
Information & Tools
Skills, knowledge &
competencies Process
Leadership Culture
VisionStrategy
Attitudes &Behaviors
©2009 Lance Dublin - 9DUBLIN CONSULTING
Greatest Generation: (60s) Loyalty, dedication, sacrifice, honor, hard-work,
compliance Goal - To build a legacy
Baby Boomers: (50s) Personal growth, youthfulness, equality, ambition,
collaboration Goal - To put their stamp on things
Generation X: (40s) Independence, pragmatism, results-driven,
flexibility, adaptive Goal - To maintain independence in all areas of
their lives Generation Y/Millenials: (20-30s)
Confident, optimistic, civic minded, innovative, diversity focused, techno-savvy
Goal - To find work and create a life that is meaningful
(Source: n-gen People Performance)
©2009 Lance Dublin - 11DUBLIN CONSULTING
1. Anticipation of change; 2."Reality" of change sets in; 3. Letting go of the old; 4. Refocus on new; 5. Integration of new
©2009 Lance Dublin - 23DUBLIN CONSULTING
“We now accept the fact that learning is a lifelong process of keeping abreast of change. And the most pressing task is to teach people how to learn.” Peter Drucker
©2009 Lance Dublin - 36DUBLIN CONSULTING
II33 Change Change Implementation ModelImplementation Model
Integration, Commitment
REINFORCING
Involvement, Engagement
BEHAVIORAL
Inform, Awareness
COGNITIVE
©2009 Lance Dublin - 38DUBLIN CONSULTING
“If you ask me, the fire has the most potential, but it’s the smoke that has people talking.”
©2009 Lance Dublin - 39DUBLIN CONSULTING
Speeches Memos Newsletters Magazines MarCom
Inform, Awareness
©2009 Lance Dublin - 40DUBLIN CONSULTING
Speeches Memos Newsletters Magazines MarCom
Inform, Awareness
SENSE
©2009 Lance Dublin - 42DUBLIN CONSULTING
Involvement, Engagement
BEHAVIORAL
Inform, Awareness
COGNITIVE
©2009 Lance Dublin - 43DUBLIN CONSULTING
“It’s easier to ACT
your way into a new way of
THINKING,
than THINK
your way into a new way of ACTING.
©2009 Lance Dublin - 44DUBLIN CONSULTING
Speeches Memos Newsletters Magazines MarCom
Inform, Awareness
Videos Labs & fairs Town meetings One-on-one
communication Small group
meetings
Involvement, Engagement
©2009 Lance Dublin - 45DUBLIN CONSULTING
Speeches Memos Newsletters Magazines MarCom
Inform, Awareness
Videos Labs & fairs Town meetings One-on-one
communication Small group
meetings
Involvement, Engagement
MEANING
©2009 Lance Dublin - 48DUBLIN CONSULTING
II33 Change Change Implementation ModelImplementation Model
Integration, Commitment
REINFORCING
Involvement, Engagement
BEHAVIORAL
Inform, Awareness
COGNITIVE
©2009 Lance Dublin - 49DUBLIN CONSULTING
Speeches Memos Newsletters Magazines Team
Meetings
Inform, Awareness
Videos Labs & fairs Town meetings One-on-one
communication Small group
meetings
Involvement, Engagement
Embed in the work - Process
Embed in the role - Initiative
Embed in the culture - PM
Integration, Commitment
II33 Change Communications Change Communications ModelModel
©2009 Lance Dublin - 50DUBLIN CONSULTING
Speeches Memos Newsletters Magazines Team
Meetings
Inform, Awareness
Videos Labs & fairs Town meetings One-on-one
communication Small group
meetings
Involvement, Engagement
Embed in the work - Process
Embed in the role - Initiative
Embed in the culture - PM
Integration, Commitment
II33 Change Communications Change Communications ModelModel
CULTURE
©2009 Lance Dublin - 53DUBLIN CONSULTING
Speeches Memos Newsletters Magazines Team
Meetings
Inform, Awareness
Videos Labs & fairs Town meetings One-on-one
communication Small group
meetings
Involvement, Engagement
Embed in the work - Process
Embed in the role - Initiative
Embed in the culture - PM
Integration, Commitment
II33 Change Communications Change Communications ModelModel
COGNITIVE
BEHAVIORALREINFORCING
©2009 Lance Dublin - 54DUBLIN CONSULTING
415-759-1258
www.dublinconsulting.net
www.ASTD.org or www.Amazon.com
www.internettime.com\book
>Center for Implementation Excellence<
Dublin Letter: contact meArticles: contact me