Leading Change Step-by-Step Tactic, Tools, and Tales SAM National Conference February 1-2, 2013 Bert Hendee. Today’s Objectives. Take away some new perspectives on leading change Be intentional!
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.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
Leading ChangeStep-by-StepTactic, Tools, and TalesSAM National ConferenceFebruary 1-2, 2013Bert Hendee
- Leader self-reflection questions in every tool
Step 1: Determine your change strategy.
“Before one can lead change, it must be clear what strategy is being pursued.”
Step 2: Assess readiness.
“We have learned the hard way that members’ readiness is crucial to the success of the work.”
Step 3: Analyze the stakeholders.
“Stakeholders will often see themselves as winners or losers – even after benefits become apparent.”
Step 4: Minimize resistance (and increase your resistance tolerance).
“We were able to determine what we needed to do to get the change strategy accepted.”
5. Secure a small, early win.
“It is so important that people see that we are on the road to something – and that isn’t going away next year.”
6. Engage the key players in planning.
“Collaborative planning is the antidote to ‘Groundhog Day’.”
7. Scale and sustain the change strategy.
“Planning for sustainability at the beginning of the strategic planning process was the most important thing we could have done.”
8. Build in ongoing monitoring and course corrections
“You need a team of people who will continuously assess progress and share their perceptions and lessons learned.”
“There are common dynamics to leading change.”
“Contains not only effective practices, but
also what can go wrong and how to avoid common
“You have to keep using the tools continuously. We use them over and over.”
“Providing…tales of the adventures of
organizations that have realized systemic change.”
Three Readiness Rubrics:
“My staff is embracing the change instead of resisting it as ‘one more thing.’”
WHAT IS THE RESISTANCE
WHAT IS YOUR PROPOSED
The Eight Steps
Strategy/ Action Aligner
3 Readiness Rubrics
Early Win Wonder
S & S Score Sheet
The 3 R’s: Review, Revise, Repeat
Leader self-reflection questions in every tool