1 / 24

Leading Fearless Change Patterns for Introducing New Ideas

Leading Fearless Change Patterns for Introducing New Ideas. Mary Lynn Manns, Ph.D. University of North Carolina at Asheville manns@unca.edu April 2007. The Project. Began around 1998, Manns & Rising Change strategies acquired from: discussions with people leading change worldwide

mmcghee
Download Presentation

Leading Fearless Change Patterns for Introducing New Ideas

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Leading Fearless ChangePatterns for Introducing New Ideas Mary Lynn Manns, Ph.D. University of North Carolina at Asheville manns@unca.edu April 2007

  2. The Project • Began around 1998, Manns & Rising • Change strategies acquired from: • discussions with people leading change worldwide • leaders of change throughout history • change theories • Strategies documented in the form of patterns • A pattern is a recurring, successful technique • Each pattern has a name • Emphasis is on bottom-up change by “powerless leaders” • The book: Fearless Change: Patterns for Introducing New Ideas (Addison Wesley Publishing Co., 2005)

  3. Some Misconceptionsthat get change leaders into trouble If I have a good idea that adds value, it will be easy to convince others to accept it. All I need is a lot of knowledge about the new idea and an effective plan. I can convince people with my charm and a nice PowerPoint presentation. Run away from the skeptics. I can lead this change initiative alone. Once I convince people, they will stay convinced. And why do I need this information?… I am in a position to impose the change.

  4. Imposing the change:some issues to consider • Compliance versus Commitment • Short term “speed” versus long term satisfaction with the change • “Powerless leader” The goal of Fearless Change: People become so involved and interested in the change process that they want to change.

  5. The Context • You belong to an organization • You have an idea that you would like to bring into the organization • This is an idea that stirs something in you. You have passion for it. • You are a “powerless leader”

  6. Patterns • A name is given to: • a recurring problem • its context • a known solution • the positive and negative consequence of using that solution • The names allow us to converse about problems and solutions.

  7. Categories of the Patterns Roles Getting things going Events Influence strategies Handling resistance Keeping things going etc. etc. etc.

  8. Change is not an event.It is a process. But how does a “powerless leader” begin the process of change?

  9. Keep a Package of PatternsWith You • Take on a role Evangelist • Create short-term goals: build on your successes and learn from your failures Test the Waters Step by Step Time for Reflection Small Successes

  10. Get Started • Learn about the new idea Study Group Just Do It • Gain visibility Hometown Story Token Do Food In Your Space

  11. True or False … It is best for management to be involved early in the change process.

  12. Build Grass Roots(bottom-up) Support • Spark some interest Innovators Connectors Guru on Your Side

  13. True or False … If we can help people understand the value in the new idea, they will accept it.

  14. Different people accept new ideas at different rates Do you know these people? • This is new so it is cool. (Innovator) • This is an interesting idea, but I want to hear more before making a decision. (Early Adopter) • I want to see what other people think about the new idea before I make a decision. (Early Majority) • I’ll accept the new idea when I have to. (Late Majority) • It’s always been done this way … why do we have to introduce anything new? (Laggard)

  15. Address Individual Needs • Personal Touch • Bridge Builder • Tailor Made

  16. True or False … If you’re smart (you are!) and you know what to do (you do!), then you don’t need much help from other people to introduce the new idea.

  17. Get Connected Keep other people involved • Ask for Help Innovators Early Adopters Bridge Builder Connectors Guru on Your Side • Group Identity • Just Say Thanks

  18. True or False… The best way to handle people who are against the new idea is to try to convince them or try to keep them out the way.

  19. Resistance is All Around • Respect the resistance Fear Less Champion Skeptic Corridor Politics Piggyback Trial Run

  20. You’ve got things buzzing but… You’re wearing out. You have other work to do. So now what?

  21. Get a New Role! • Strive to make the change initiative part of your job Guru Review Local Sponsor Smell of Success Dedicated Champion

  22. Now That You Have More Time… • Convince the masses Early Majority Involve Everyone Big Jolt Sustained Momentum

  23. Summary • Patterns document recurring, successful strategies • The Fearless Change book contains 48 patterns from successful leaders of change • The book is written for all “powerless leaders” who have a good idea and want to introduce changes into their organizations

  24. Go out andlead great changesin the world!For more information:manns@unca.eduwww.cs.unca.edu/~manns/intropatterns.html

More Related