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Culture Change: What are you Afraid of?

Discover how fear impacts culture change and how to effectively lead change by focusing on outcomes rather than behaviors. Learn practical steps to uncover fears and desired outcomes, leading to meaningful transformation in mindset and behavior within teams and organizations.

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Culture Change: What are you Afraid of?

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  1. Click to edit Master title style Culture Change: What are you Afraid of? Kara Minotti BeckerRegional Agile Delivery Lead The Eliassen Group

  2. The Holy Grail of Agile Transformation

  3. Principle-driven Values Principles Value-driven Purpose-focused Norms Mindset

  4. Change your mindset! • Hurry up! • Do it now! • Ready? Go!

  5. Change comes with practice.

  6. How do you practice • An idea? • A value? • A WAY of BEING? • A MINDSET?

  7. Think like a zucchini! Hurry up! Do it!

  8. Are you in your zucchini brain?

  9. So. How do you find your way to culture change?

  10. It’s not be. • It’s not think. • It’s not feel. • It’s not value.

  11. IT’S DO.

  12. So you just tell people to change their behaviors, right?

  13. Yay! We’re done!

  14. The problem is that when you tell people to change their behavior… • THEY DON’T.

  15. Why?

  16. Fear.

  17. Let’s say I walk into a room with a competent, intelligent person. • Someone who relies, every day, on feeling qualified, good, useful, valuable, successful. • Someone just like you.

  18. Now I tell you to change.

  19. But you feel • QualifiedGood • Useful • Valuable • Successful • You have a job. You’re good at it. • You know you’re good at it because you still have a job.

  20. Why would you change? • Because I say so? Because I know more than you?

  21. HAHAHAHAHAHA! • Seriously.

  22. Qualified, good, useful, valuable, successful. • That’s a lot to lose.

  23. Fear.

  24. So we can’t make people think different. • And we can’t make them act different. • Now what?

  25. What you can do is help them find and practice a new behavior.

  26. You can help them discover some ways to act more like a zucchini.

  27. The secret to getting people to change is to • STOP • trying to get them to change.

  28. What you really need to know: • What is the fear?

  29. Then, you can identify the outcome that addresses that fear. • You’re not after a behavior. • You’re after an OUTCOME.

  30. Oddly enough, it’s not the other person’s fear you need to know about. • It’s YOURS. • (Or your teams)

  31. An example: cleaning the house

  32. If you want to understand how to help bring about new behaviors… • Look at yourself (or your team) first. • Find the fear.

  33. Let’s try it.

  34. What are YOU afraid of?

  35. 1 min • Think of something you really want someone else to do, or stop doing. • REALLY REALLY REALLY. • Could be work, doesn’t have to be. • You think they NEED to do it. Oh my gosh. It’s vital. • But they won’t. They’re not. • RRRRGH!

  36. Write it down on your card.

  37. 3 min • What happens TO ME if they don’t do this thing I want them to do, or they keep doing what they are? • Use: Why? What happens then? What else? • Keep asking yourself what happens TO ME until you hear emotional words. Stop when you feel like you’ve heard something about who you are. • It might be something vulnerable. Something you wouldn’t want to say out loud.

  38. That’s what you’re afraid of. • Write it down. • (Don’t worry. No one’s going to see.)

  39. Now. • What’s the real OUTCOME you’re after? • What’s do you really need? • Remember my example. • Hint: It’s probably not activity, like I want you to stop controlling meetings. It’s probably a feeling, like I want to feel like you’re listening to me.

  40. 3 min • Make an outcome out of the fear you’ve discovered.

  41. Once you have an outcome, you’re on to something.

  42. Outcomes = Options • Remember our example? • What are the options? • What other behaviors or changes could get me the same outcome?

  43. 3 min • Now, write a list of actions that could lead to the outcome. • Is the original thing you wanted, the behavior that started this whole inquiry, still on the list? • Are there other options now?

  44. You don’t get someone to change by telling them to change.

  45. You make yourself vulnerable by revealing the outcome you need. • You ask for help with that outcome. • “What can we do, individually or together, to get that outcome?”

  46. Try it again. • Practice, practice!

  47. 1 min • Get a new card. • Write down something you REALLY want someone else to do… or stop doing. • Something you consider culture-related. • Work-related. • Team-related. • Examples?

  48. 3 min • Now ask yourself: • What will happen to your team? • What then? • What else? • When you’ve heard something that sounds like “they’ll feel…” • …you’re on the right track!

  49. That’s what you’re afraid of for your team. • Write it down.

  50. Now. • What’s the real OUTCOME you’re after? • What’s the result? • Remember: It’s probably not an activity, like I want you to stop micro-managing. It’s probably a feeling, like I want the team to feel like they are getting to make decisions.

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