©2009 lance dublin - 1 dublin consulting ng. ©2009 lance dublin - 2 dublin consulting working...

©2009 Lance Dublin - 1DUBLIN CONSULTING

NG

©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 - 3DUBLIN CONSULTING

©2009 Lance Dublin - 4DUBLIN CONSULTING

©2009 Lance Dublin - 5DUBLIN CONSULTING

©2009 Lance Dublin - 6DUBLIN CONSULTING

1.

©2009 Lance Dublin - 7DUBLIN CONSULTING

ManagementStructures &

Systems

Information & Tools

Skills, knowledge &

competencies Process

Leadership Culture

VisionStrategy

Attitudes &Behaviors

©2009 Lance Dublin - 8DUBLIN CONSULTING

Source: Outland

2.

©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 - 10DUBLIN CONSULTING

©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 - 12DUBLIN CONSULTING

©2009 Lance Dublin - 13DUBLIN CONSULTING

Source: Dennis Jaffe & Cynthia Scott

©2009 Lance Dublin - 14DUBLIN CONSULTING

3.

©2009 Lance Dublin - 15DUBLIN CONSULTING

©2009 Lance Dublin - 16DUBLIN CONSULTING

©2009 Lance Dublin - 17DUBLIN CONSULTING

©2009 Lance Dublin - 18DUBLIN CONSULTING

©2009 Lance Dublin - 19DUBLIN CONSULTING

©2009 Lance Dublin - 20DUBLIN CONSULTING

4.

©2009 Lance Dublin - 21DUBLIN CONSULTING

©2009 Lance Dublin - 22DUBLIN CONSULTING

©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 - 24DUBLIN CONSULTING

©2009 Lance Dublin - 25DUBLIN CONSULTING

Muscle = Orders

©2009 Lance Dublin - 26DUBLIN CONSULTING

Coercion = Threats

©2009 Lance Dublin - 27DUBLIN CONSULTING

Compliance = Information

©2009 Lance Dublin - 28DUBLIN CONSULTING

Commitment = Involvement

©2009 Lance Dublin - 29DUBLIN CONSULTING

©2009 Lance Dublin - 30DUBLIN CONSULTING

©2009 Lance Dublin - 31DUBLIN CONSULTING

©2009 Lance Dublin - 32DUBLIN CONSULTING

©2009 Lance Dublin - 33DUBLIN CONSULTING

John Kotter’s 8-Step John Kotter’s 8-Step ModelModel

©2009 Lance Dublin - 34DUBLIN CONSULTING

©2009 Lance Dublin - 35DUBLIN CONSULTING

©2009 Lance Dublin - 36DUBLIN CONSULTING

II33 Change Change Implementation ModelImplementation Model

Integration, Commitment

REINFORCING

Involvement, Engagement

BEHAVIORAL

Inform, Awareness

COGNITIVE

©2009 Lance Dublin - 37DUBLIN CONSULTING

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 - 41DUBLIN CONSULTING

©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 - 46DUBLIN CONSULTING

©2009 Lance Dublin - 47DUBLIN CONSULTING

©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 - 51DUBLIN CONSULTING

©2009 Lance Dublin - 52DUBLIN CONSULTING

©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

lance@dublinconsulting.net

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