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Engaging and supporting others through change Jimmy Brannigan, Director, ESD Consulting Ltd

Engaging and supporting others through change Jimmy Brannigan, Director, ESD Consulting Ltd. Objectives. Reflect on your experience of change Identify ways to engage people in change processes Develop plans to engage priority stakeholders to implement your change projects.

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Engaging and supporting others through change Jimmy Brannigan, Director, ESD Consulting Ltd

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  1. Engaging and supporting others through change Jimmy Brannigan, Director, ESD Consulting Ltd

  2. Objectives • Reflect on your experience of change • Identify ways to engage people in change processes • Develop plans to engage priority stakeholders to implement your change projects

  3. Things are always changing The only constant is change, continuing change, inevitable change, that is the dominant factor in society today. No sensible decision can be made any longer without taking into account not only the world as it is, but the world as it will be. Isaac Asimov

  4. Are we afraid of change? “Most believe that people are innately averse to change. A more useful assessment is that people have an aversion to instability and can be invigorated by change when it occurs with adequate stability.” Leith Sharp, 2009

  5. Models of Change http://ygraph.com/changemanagement

  6. Models of Change http://www.employee-motivation-skills.com/change-management-models.html

  7. Models of Change http://www.google.co.uk/imgres?q=self+esteem+during+change+transitions&num=10&hl=en&biw=1280&bih=709&tbm=isch&tbnid=ohn891yE3WzeBM:&imgrefurl=http://labspace.open.ac.uk/mod/resource/view.php%3Fid%3D369014&docid=27bZ29isdb-ufM&imgurl=http://labspace.open.ac.uk/file.php/4846/K100_4_001i.jpg&w=537&h=318&ei=yrX_T8b6Auqf0QWC8tWoBw&zoom=1&iact=hc&vpx=179&vpy=171&dur=542&hovh=173&hovw=292&tx=185&ty=74&sig=116152456773008799160&sqi=2&page=1&tbnh=124&tbnw=209&start=0&ndsp=18&ved=1t:429,r:0,s:0,i:70

  8. What are we interested in? • Engaging and supporting others through change • We are interested in engaging people • We are interested in supporting people • We are interested in a successful outcome

  9. What is engagement? • The act of engaging or the state of being engaged. • Betrothal. • Something that serves to engage; a pledge. • A promise or agreement to be at a particular place at a particular time. • Employment, especially for a specified time. • A specific, often limited, period of employment. • A hostile encounter; a battle. • The condition of being in gear source:dictionary.com

  10. Getting into the zone! • Exercise • Have you been part of or been impacted on by a ‘change programme’ of some sort? • What happened during that process that.. • You liked • Made you feel comfortable • Engaged you • Is worth repeating!

  11. Engaging people in change • Who do we engage and how? • Stakeholder analysis yesterday • Review the high interest, high power people we identified • Identify plans and mechanisms for engagement

  12. Has anyone every had to deal with.. • A person who could be perceived as a • Barrier • Cynic • Critic • Etc • First question – do they have any power or influence?

  13. Strategies for dealing with... • Use it as an opportunity – reframe • Involve 100% • Deal with on an adult to adult basis • Don’t be side tracked over old ground – keep moving forward • Vary your communication – try everything in your power • Celebrate small successes • Do not let the interactions or challenge sap your energy • Be positive

  14. Seek first to understand…then to be understood • When seeking to engage groups or individuals ask... • What do we know about them? • Job pressures and priorities • Behaviours and values • Ideas and interests • Priorities • Understanding these things can help shape our engagement methods

  15. Recognise individual preferences • Visual • Kinaesthetic • Auditory • Auditory Digital Neil Fleming's VAK/VARK model

  16. Sphere of Control Sphere of Concern Sphere of Influence Sphere of Control

  17. Lessons from Edinburgh • Research on types of engagement • Were interested in what stimulated action • Cost benefit analysis on engagement undertaken • What did they find.......

  18. Three things worth considering... • Everyone has a positive intent • The map is not the territory • There is no content in content worth knowing

  19. Exercise • Taking the priority individuals or groups identified through your analysis • Who is first, is there a logical order? • Why will they want to be engaged? • When are you going to engage them? • What do you want them to do ? • How will you support them?

  20. Summary • People will engage in change if they feel supported • We are in control of the success of the engagement process • We are in control of our communication • Make it personal, make to human

  21. Jimmy BranniganDirectorESD Consulting LtdTel: (0044)7775514579jbrannigan@esdconsulting.co.uk

  22. Transactional Analysis

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