Managing Change From The Inside Out - PAR Vision Week 18

MANAGING CHANGE FROM THE INSIDE OUT

TIM MILEStimmilesco.com

http://timmilesco.com

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THECONFERENCEHIGH

EFFECTIVELYANDEFFICIENTLY

NATURALGIFTSANDTALENTS

THEFORMULAFORIMPLEMENTINGIDEAS

REWARDTEAMTHEIRWAY

Choleric

PhlegmaticSanguine

Melancholic

The 4 Temperaments observed by Hippocrates, 460 BC

© 2008 | Wizard of Ads | All Rights Reserved

Wizard

Choleric

Healer

PhlegmaticWarrior

Sanguine

King

Melancholic

The 4 Archetypes named by Carl Jung, 1875-1961


WizardDriverCholeric

HealerAmiablePhlegmatic

WarriorExpressive

Sanguine

KingAnalyticalMelancholic

The 4 Types described in contemporary terms


WizardDriverCholericVisionary


Relational

WarriorExpressive

SanguineAction


Guardian

The 4 Functions in the modern workplace




Relational

WarriorExpressive

SanguineAction


Guardian

The 4 Functions in the DISC Model


S

C

I D



Relational

WarriorExpressive

SanguineAction


Guardian

The 4 Functions in the True Color Theory


S

C

I D

Gold

Green

Orange

Blue

WHOAREYOU?

WHOAREYOU?

WHOAREYOU?

WHOAREYOU?

WHOAREYOU?

WHOAREYOU?

SJ NT

NF SP

WHOAREYOU?


NFHealerAmiablePhlegmatic

Relational

SPWarriorExpressive

SanguineAction


Guardian

NT


SJ



Relational

SPWarriorExpressive

SanguineAction

SJKingAnalyticalMelancholic

Guardian

Master

NT




Relational

SPWarriorExpressive

SanguineAction


Guardian

NT




Relational

SPWarriorExpressive

SanguineAction


Guardian

NT


NTWizard

DriverCholericVisionary


Relational

SPWarriorExpressive

SanguineAction


Guardian

SJ

NF SP

NT

SJ

NF SP

NT

SJ

SP

NT

NF

SJNT

SPNF

SJ

NF SP

NT

SJ

SP

NT

NF

NT

SP

NF

SJ

SJ

NF

NT

SP

SJ

NF

SP

NT

SJ

NF

SP

NT

SJ

NF

SP

NT

SJ

NF

SP

NT

SJ

NF

SP

NT

SJ

NF

SP

NT

SJ

NF

SP

NT

SJ

NF

SP

NT

SJ

NF

SP

NT

SJ

NF

SP

NT

SJ

NF

SP

NT

SJ

NF

SP

NT

GOSPEL OF LUKE GOSPEL OF

MARK

GOSPEL OF JOHN

GOSPEL OF MATTHEW

Genealogy Rules, Traditions

Very Different, Symbols Truth, Technical Language

Integrated System

Shortest, Vivid, Action The Passion of Jesus

Unforgettable People Inclusion: Women, Lepers

Journey to Emmaus

SJ

NF

SP

NT

GOSPEL OF LUKE GOSPEL OF

MARK

GOSPEL OF JOHN

GOSPEL OF MATTHEW

Genealogy Rules, Traditions

Very Different, Symbols Truth, Technical Language

Integrated System

Shortest, Vivid, Action The Passion of Jesus

Unforgettable People Inclusion: Women, Lepers

Journey to Emmaus

Read The Resurrection

accounts of the

four Gospels.

WHOAREYOU?

WHOAREYOU?

WHOAREYOU?

WHOAREYOU?

WHOAREYOU?

“Some men see things as they are and ask ‘why?’

I dream things that never were and ask ‘why not?’”

“If it ain’t broke, don’t fix it.”

“If it ain’t broke, don’t fix it.”

Have you ever had your ideas stonewalled by the very people you were hoping would implement them?

Stonewalling occurs when you try to lead people faster than they’re willing to change.

If you truly want things to be different in your company, you must start at the beginning—

with the guardians.

Who are the guardians in your organization?

Guardians may strike you as stubborn and seem like regimented sticks-in-the mud, wet blankets, and little dudes with badges.

But guardians are also the most fiercely loyal and dutiful employees and your strongest allies.

They value work, purpose, authority, and dependability.

And they often see visionaries as flighty and unstable dreamers.

Guardians believe in authority and organization. They value structure and belonging. They consider work and service to be high virtues. They arrive early and stay late, their shoulders beneath the burden. And they are the most resistant to change.

The secret to winning the guardians? Win their counsel early. “This is the problem I believe we must correct. But in our attempt to correct it, what must we safeguard at all costs? What is working well for us?

The secret to winning the guardians? Win their counsel early.

“What must not be changed?”

If you have the patience to win the Guardians instead of simply steamrolling over them, you will have gained the power of implementation and guaranteed the success of your plan.

“What is working well for us?” “What must not be changed?”

Get your guardians on board early.

The WHAT

Questions

What’s working well for us?

What must not be changed?

What is it we’re trying to make happen?

What is the next right step?


Engage your relationals.

The WHO

Questions

Whose favorite company are we?

Who can we enlist to help with this project?

Who is our customer?

Who will we help with this project?

Who will we help besides ourselves?


Engage your relationals.

Unleash your action folks.

The HOW

Questions

How do we get this done?

How do we improve our customer experience?

How do we measure success?

How do we reward success?

Now ...

Are you willing to pull the trigger? Are you prepared to quit holding meetings, forming committees, and talking to go and DO something? Nothing changes until action is taken.

How?

THEFORMULAHFORIMPLEMENTINGIDEAS

STARTWITHONEDAY

PRIMINGTHEPUMP

SEMI-CONFESSIONAL SPEED DATING

WHAT’SWORKINGWELLFORYOU?

1

WHATDOESAGOODDAYLOOKLIKE?

2

WHATPERSONLIFTSYOUUP?

3

WHY ?4

WHATPERSONWEARSYOUOUT?

5

WHY ?6

WHICHPARTOFYOURWORKMAKESYOUHAPPY?

7

WHY ?8

WHATDIMINISHESTHEWORK?

9

WHY ?10

OPPORTUNITYORSECURITY?

11

TIMEORMONEY?

12

FREEDOMORCOMMITMENT?

13

HOWMUCHFREEDOMWILLYOUSACRIFICETOGETWHAT

YOUWANT?

14

HOWMUCHCOMMITMENTWILLYOUPROMISE?

15

WHAT’SRIGHT?

16

WHAT’SWRONG?

17

WHAT’SMISSING?

18

WHAT’SUNCLEAR?

19

WILLTHEYMISSYOUWHENYOU’REDONE?

20

1. FOCUSWhat is it you’re trying to make happen?

Say it simple. Say it plain.

How will you measure success?

What’s a happy ending?

2. EVALUATEWhat’s holding you back?

Name the limiting factors.

Say them simple. Say them plain.

3. PRIORITIZEWhen two of your goals come into conflict, which one bows the knee?

Prioritize your objectives.

4. BRAINSTORMHow can we nullify limiting factors?

What levers can we use to dislodge impediments?

Look outside your industry for solutions.

5. IMPLEMENT

1. Know your destination.

1. Know your destination. 2. Just start walking.

1. Know your destination. 2. Just start walking. 3. Then don’t stop.

1. Know your destination. 2. Just start walking. 3. Then don’t stop. 4. End each day by reviewing your progress.

1. Know your destination. 2. Just start walking. 3. Then don’t stop. 4. End each day by reviewing your progress. It’s that simple. If the end of the day finds you at the same place you were this morning, then make any small step before your head hits the pillow.

Any. Small. Step.

The magic is not in the size of your steps. But in the relentlessness of them.

We don’t have the resources!

We don’t have the time!

We don’t have the money!

A culture of ownership.

This generation is

ready.

“Money will make me happy”

?

Rosabeth Moss

Kanter

Membership

Mastery

Meaning

“True Happiness

Comes From Within”

?

Will you take the

Happiness Challenge

?

If not… ?

Single Task Isolation Not A Marathon Review Preview / Prepare Batch Email/Phone

WARNING: By doing these things, you may begin to expect good things to happen to you.

CHRIS BROGAN 10 August 2010

What goes into making success happen? Work. Work with a little bit of preparation and a lot bit of follow-through. You want to write a book? Schedule writing times. You want to get fit? Plan ahead and have healthy snacks in the house. Plan your sleep schedule and get up earlier in the morning to work out when your metabolism wants it more.

You want to get rich? Spend less, earn more, and find ways to earn while you sleep. You want more attention? Blog, make videos, get out to events, go out and hungrily find the audience you need. Sharpen your pencil. Use the pencil. Follow through. It doesn’t get much simpler than that. But it sure isn’t easy.

timmiles.co/cmb

@timmilesco: t timmilesco: i

TIM MILES www.THEDAILYBLUR.com @THEDAILYBLUR

MANAGINGCHANGEFROM THE INSIDE OUT

http://www.THEDAILYBLUR.com

Leadership & Management

Managing Change From The Inside Out - PAR Vision Week 18