agile enterprises, creating a growth culture, and changing behaviors

#Change Agility

GETTING BETTER AT CHANGE TO PROMOTE HUMAN FLOURISHING

Paul Gibbons Author

Paul G Gibbons

www.paulgibbons.net

Change failure

My first change failure

Mind the gap

Change management theory

Human (behavioral) sciences

Pace of change

Change failure

SOCKS helps analyze failureBenefit SHORTFALLS

Cost OVERRUNS

Unintended CONSEQUENCES

KILLED programs

SUSTAINABLE results

Change masters succeed 80% of the time versus change novices 18% (IBM)

Do the math…

ROI – “change master” ROI – “change novice”

Sunlight is the best disinfectant… Need 100% clarity on how our particular business fares when we attempt changeNeed to understand the characteristics of “change masters”

CHANGE AGILITY

Change agility

Panta rhei – you cannot step in the same river twice…

Consequences for…

Change agility refers to flexibility, adaptability, innovation, and excellence

in executing change in response to disruptive threats or strategic

opportunities

What is change agility?Mindset is “change is what we do… always”Change readiness and capability (KSA) are critical differentiating advantagesDynamic flow of ideas, problem solving, knowledge from entire organizationOperationally adaptable, strategically nimbleResistance to change is an archaic conceptEach change program strengthens the business

Change agility questionnaire1. What percentage of leadership are competent at leading change?2. How thoroughly are previous change lessons incorporated?3. To what extent is major change welcomed, or feared?4. To what extent to leaders see their role as creating change-agile workplaces?5. The business has flexible structures and processes that can respond quickly?6. Do ideas permeate the business from outside, and flow from the bottom7. Is there is a culture of experimentation, prototyping, pilots, and iteration?

Creating change agile businesses

In complex system, change can only happen as quickly as the weakest link… - to change mindset needs to be reinforced by changed behavior, culture, and supporting structures - to change behavior, you need to change culture, and supporting structures (HR policies) - to change “hard” aspects (processes, structures), culture, mindset and behaviors need to change

Growth Culture

Habit Change Change capable leaders

Neo-behaviorism

Growth mindset

Intelligence can be developed…embrace challenges… persist in face of setbacks… see effort as the path to mastery (not talent)…learn from criticism… find lessons and inspiration from success of others

Intelligence is static…avoid challenges… give up easily… see effort as fruitless …ignore useful negative feedback… feel threatened by success of others

Growth mindset to growth culture

We want perseverance, rising to challenges, creativity in the face of challenges, learning from experience!

“A for effort” is derisory!

Do not praise intelligence or talent… “she is super smart…” “good job”

The struggle is where the learning happens… “helping kids with homework…” in business, call for the consultants!

Think about HR – even the world “talent”

Should we be rewarding “growth” or “effort” rather than performance?

Growth culture questionnaire1. What do you think of growth mindset/ growth culture as concepts?2. Are they useful to businesses?3. What outcomes that we desire would be promoted by a growth culture?

4. What are the implications for HR/ strategy of the growth mindset?5. What specific structures, processes would have to change to implement

it?

Neo-behaviorism

Old behaviorism

Although the intellectual legacy is dead/ discredited…. The ideology lives on child rearing, prisons, businesses….

“We use a modified version of carrots and sticks around here. We’ve done away with the carrots.”

On the other hand…Influence is not so easy…

Changing people’s minds is less than half the battle…

Behavioral specificity

Power of checklists

Choice architecture

Habit change

Three bits of research Mini-habits Implementation triggers Social support

Mini-habits It takes about two months… Building the habit more important than “reps” Small changes are sustainable They build momentum They build self-confidence They build automaticity

Implementation triggers When I get home, I will instantly go for 30m run The instant I get to the office I will 30m before a client meeting, I will always… The first thing I do after lunch is When I check into a hotel, I will….

The power of a 30 day challenge Most highly effective people can do anything for 30 days Gets competitive juices flowing 30 days is enough time to have transformative effect, but short enough so it doesn’t feel like a jail sentence We are going to pick a 30-day challenge

Change capable leaders

Change capable leaders

Growth Culture

Habit Change Change capable leaders

Neo-behaviorism

Ethics and flourishing

Which company operates in more than 200 countries?Which company employs more than 2 million people?Which leading technology company started selling meat slicers?

Technology with wisdom

Science for our common future

Can evidence based management eliminate fads and waste?

Eudaimonia Flourishing

Great leadership

Better businesses

Applied Science & wisdom

Human flourishing

Sustainable world

Advisor on organizational change to global corporations

Non-executive/ independent director

Advisor/ program leader on business education

Speaking Writing

More? One-day program called LEADING AND MANAGING CHANGE IN THE 21ST CENTURY, February 24th, in Fort Collins Three-day version offered in Denver in the Spring Custom-tailored versions for senior teams

paul@paulgibbons.net

Paul G Gibbons

www.paulgibbons.net

Paul Gibbons Author