Changing and S cceeding Under An ConditionsChanging and Succeeding Under Any Conditions

Tammy Aagard

University of Wyoming

Session OverviewStory time

The Eight Step Process of Successful Change

Building the Team – Using Strengths to Build and Manage h Tthe Team

The Role of Thinking and Feeling in the Change Process

Implications for Your Organization

Safeguarding your Penguins

Questions

The Fable of th P ithe Penguins

Eight Step Process of Successful ChangeSet the Stage

1. Create a Sense of Urgency2. Pull together the Guiding Team

Decide What to Do3. Develop the Change Vision and Strategy3. Develop the Change Vision and Strategy

Make it Happen4. Communicate for Understanding and Buy-in5. Empower Others to Act6. Produce Short-Term Wins7. Don’t Let Up

Make it Stick8. Create a New Culture

Create a Sense of UrgencyHelp others see the need for change

and the importance of acting immediately

Gather and PresentYour Facts

Pull Together a Guiding TeamMake sure there is a powerful group guiding the change – one with leadershipleadership skills, credibility, communications ability, authority, analytical skills and a sense of urgency

Identifying the Penguin TeamWhat strengths does each member bring to the team?

The Head PenguinRespect from the colonyRespect from the colonyDecision-makerDelegatorEnough experience to be wisePatienceNot easily flusteredSmart (but not intellectual heavyweight)

More PenguinsAlice

Practical

Aggressive

Makes things happen

Doesn’t care about status and treats everyone the sameDoesn t care about status and treats everyone the same

Impossible to intimidate so don’t even try

Smart (but not intellectual heavyweight)

FredYounger

Amazingly curious and creative

Level-headed

Still More Penguins

The ProfessorLogical

Well read

Fascinated by interesting questions

Not the most social of birds

BuddyNot the slightest bit ambitious

Well trusted and liked

Relates well with the average bird

Managing to Strengths

Executing Influencing RelationshipBuilding

Strategic Thinking

Ali F d B dd P fAlice Fred Buddy Professor

Professor (No-No) Alice Head Penguin

Source: Rath, T., & Conchie, B. (2008) Strengths-Based Leadership. NY: Gallup Press.

Decide What to DoDevelop the Change Vision and Strategy

Clarify how the future will be

different from the past and how

you can make the future a reality

Make it HappenCommunicate for Understanding and Buy-in

Make sure as many others as possible understand and accept the vision and the strategy

Don’t Rely on Facts Alone Speak to the heart and dispelrumors

Make it HappenEmpower Others to Act

Remove as many barriers

ibl

Enough with the talk, let’s do

something

as possible so that those who want to make the vision a reality can do so

Make it HappenProduce Short-Term Wins

Create some visible, unam,biguous successes as soon as possible

Recognize the quiet heroes along with the visible ones

Make it HappenDon’t Let Up

Press harder and faster after the first successes

Be relentless with initiatingBe relentless with initiating change after change until the vision is a reality

Make it Stick

Create a New CultureHold on to the new ways of behaving and makebehaving, and make sure they succeed, until they become strong enough to replace old traditions

The Role of Thinking

Thinking differently can help change behavior and lead to better results

Collect data, analyze it

Present information logically to change people’s thinkingPresent information logically to change people’s thinking

Changed thinking, in turn, can change behavior

The Role of Feeling

Feeling differently can help change behavior MORE and lead to even better results

Create surprising, compelling, and if possible visual experiencesexperiences

The experiences change how people feel about the situation

A change in feelings can lead to a significant change in behavior

Implications for Your OrganizationFollow the 8 Steps

What is the most challenging for you?1. Create a Sense of Urgency2. Pull together the Guiding Team3. Develop the Change Vision and Strategy4 Communicate for Understanding and Buy-in4. Communicate for Understanding and Buy in5. Empower Others to Act6. Produce Short-Term Wins7. Don’t Let Up8. Create a New Culture

Dealing with No No’s in your Organization

Don’t forget to safeguard your penguins!

Questions?

Kotter, J. & Rathgeber, H. (2005) Our Iceberg is Melting: Changing and Succeeding Under Any Conditions. NY: St. Martin’s Press.

Rath, T., & Conchie, B. (2008) Strengths-Based Leadership. NY: Gallup Press.