make change work™

Presenter:

Randy Pennington

Author, Speaker and Consultant

randy@penningtongroup.com

@RandyPennington.

Host:

Erin Boettge

Product Manager

eboettge@bizlibrary.com

Follow along and participate on Twitter: #BIZWEBINAR @BizLibrary

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What the movie and

television industry know

@RandyPennington

The ability to quickly change

and adapt in pursuit of your

vision is the difference

between excellence and

irrelevance.

Faster

Better

Cheaper

Friendlier@RandyPennington

“70 percent of change efforts fail to achieve

their desired goal.”

-John P. Kotter@RandyPennington

Ten Reasons Why

Change Fails

1. Poor planning or

resource allocation

2. Goal, purpose, or

desired result is

not clearly defined

3. Lack of buy-in for

change

4. No accountability

5. The change is

never given time or

resources

6. Lack of processes

or guidelines

7. Poor or no support

from leadership

8. No measures or

metrics to evaluate

success

9. Resistance derails

the change

10.Take on too many

changes at once

@RandyPennington

Change doesn’t fail because of

faulty models. It fails because

of faulty leadership.

@RandyPennington

The challenge:

How do we change more quickly and

more effectively?

@RandyPennington

What is the most important aspect of making change

work that interests you today?

• Building buy-in and support for change

• Overcoming resistance to change

• Helping leaders and managers be more effective at leading

change

• Influencing a nimble culture that makes change a strategic

advantage

Quiz Question!

@RandyPennington

The Difference Between

Leading Change and

Managing Change

@RandyPennington

Change management:managing projects and processes

Change leadership:inspiring and connecting with people

to bring them with you on a journey@RandyPennington

Leaders build support and

buy-in for change with …

• What they say

• What they do

@RandyPennington

CONNECT WITH

PEOPLE WHERE

THEY ARE

@RandyPennington

Quiz Question!

What percentage of the things leaders talk about

when it comes to change is not important to the

vast majority of people listening?

• 30%

• 50%

• 80%

• More than 95%

@RandyPennington

“80 percent of what leaders

care about and talk about

when trying to enlist support

for change doesn’t matter to

80 percent of the workforce.”

-Scott Keller and Carolyn Aiken

McKinsey & Company@RandyPennington

People support and take action to

change for their reasons not ours.

@RandyPennington

Individuals want to know

• From what to what?

• What does this change mean for what I do and how I operate on a daily basis?

• Will this make a difference?

• How will success be measured?

• What is the support level for this change?

@RandyPennington

Involve People

Early and Often

@RandyPennington

People support what they help createx

No one argues with their own ideas and

information

@RandyPennington

Four Levels of

Involvement

• Input: Ask for feedback on the change

• Participation: Solicit questions, concerns, and ideas to

implement

• Collaboration: Work in partnership to develop

solutions that work for everyone

• Empowerment: Give others control of the decision and

implementation within agreed upon boundaries

@RandyPennington

Leading change would be easy if

it weren’t for people!@RandyPennington

USE RESISTANCE AS YOUR FRIEND

@RandyPennington

The assumption:

People want to do a great job and deliver service that helps the customers we serve.

@RandyPennington

Using resistance as

your friend

• Respect the individual – embrace the resistance as well-intentioned

• Pull don’t push

• Be open to other options for achieving the goal or purpose

@RandyPennington

Which of the following is the most challenging type

of resistance you experience in your organization?

• Skeptics

• Know-it-alls

• Argumentatives

• Grudge carriers

Quiz Question!

@RandyPennington

@RandyPennington

Building a Nimble Culture that Embraces Change as a Strategic Advantage

@RandyPennington

Choices

Culture

Actions

Habits

How Culture

Develops

@RandyPennington

CHANGE CHANGE

@RandyPennington

Perspective Matters

Weeeeeeeeeeee!

@RandyPennington

We must …

• Change our thinking

• Change the conversation

• Change the consequences

@RandyPennington

GENERATE URGENCY

@RandyPennington

The ability to change is based on readiness.

Intellectual understanding does not ensure

emotional readiness.

@RandyPennington

The truth about change

People change for two reasons

• Crisis pushes us to change

• Opportunity pulls us to change

@RandyPennington

@RandyPennington

What’s on top of

your refrigerator?

Cookies or

Brussels

Sprouts?

GO FIRST

@RandyPennington

1. Invest in education

• Make Change Work® series in you BizLibrary subscription

• Make Change Work® session leader guide available from

Pennington Performance Group

2. Be more intentional about initiating and leading change

3. Change more often and celebrate wins

Three Ideas to Enable

Your Leaders

and Managers

@RandyPennington

For resources go to www.penningtongroup.com/make-change-work/

The present should be

guided more by the

future than the past.

@RandyPennington

Remember to follow Randy on Facebook,

Twitter, and LinkedIn!

Sign up for Randy’s

Newsletter at

www.penningtongroup.com

Make Change Work – Video Series

1. Dodos and Coyotes -Only the Nimble

Survive

2. The New Realities of Change

3. What Change Leaders Do

4. Achieving Buy-In for Change: Part 1

5. Achieving Buy-In for Change: Part 2

6. Use Resistance as Your Friend-

Follower

7. Use Resistance as Your Friend-Leader

8. When Change Isn't a Choice-Follower

9. When Change Isn't a Choice-Leader

10.Building and Sustaining a Nimble

Culture

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