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CHANGE IS INEVITABLE
@CampbellTCC www.changeandstrategy.com
COURAGE COMMUNICATION & CHANGE CHANGE IS INEVITABLE - - PowerPoint PPT Presentation
COURAGE COMMUNICATION & CHANGE CHANGE IS INEVITABLE - - PowerPoint PPT Presentation
COURAGE COMMUNICATION & CHANGE CHANGE IS INEVITABLE www.changeandstrategy.com @CampbellTCC 88% OF CHANGE INITIATIVES FAIL www.changeandstrategy.com @CampbellTCC WHY? www.changeandstrategy.com @CampbellTCC PEOPLE DONT LIKE CHANGE
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88% OF CHANGE INITIATIVES FAIL
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WHY?
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PEOPLE DON’T LIKE CHANGE
WHY? Fear of failure Fear of the unknown Fear of blame Fear of future The comfort of victimhood Lack of assistance
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AUDIENCE
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Only your people can deliver the change your business requires. Only your people can deliver your strategy.
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WHY CHANGE FAILS
- 1. People don’t like change.
- 2. Lack of clarity about what we are trying to achieve and why
- 3. The implications are not fully understood
- 4. Obsession with process over outcomes
- 5. Inertia
- 6. The project is set up to fail
- 7. Poor communications & disingenuous engagement
- 8. We forget that emotions trump logic every time
- 9. A change-averse culture
- 10. Leadership doesn’t stay the course
@CampbellTCC www.changeandstrategy.com
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IMPLICATIONS NOT FULLY UNDERSTOOD
“There are downsides to everything; there are unintended consequences to everything.” Steve Jobs, Founder Apple
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INERTIA
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Initial Inertia
Moving from talk to action
Mid-Term Inertia
Momentum too great
Complacency
Success breeds failure
“Success breeds complacency. Complacency breeds failure. Only the paranoid survive.” Andy Grove, Founder, Intel.
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EMOTION TRUMPS LOGIC
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LEADING CHANGE IS TOUGH
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“And it ought to be remembered that there is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things.” Niccolo Machiavelli
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TWO KEY CHANGE WORKSHOPS
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EMBRACING CHANGE
- F O R E V E R Y O N E -
LEADING CHANGE
- F O R L E A D E R S H I P T E A M S -
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‘Burning Platform’
Big change forced upon me
‘Quantum Leap’
Big change I have chosen
‘Adapt’
Small change forced upon me
‘Grow’
Small change I have chosen
SIZE OF THE CHANGE PERSONAL CONTROL
Big Small None Total Different types of change
THE CHANGE MATRIX
@CampbellTCC www.changeandstrategy.com
SLIDE 14
Our reaction to unexpected change is both personal and predictable …
Modified Kubler-Ross change curve
THE ‘BURNING PLATFORM’ CHANGE CURVE
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SLIDE 15
Our reaction to change we instigate follows a similar pattern …
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THE ‘QUANTUM LEAP’ CHANGE CURVE
Acceptance Excitement Apprehension Fear Remorse Embracing Understanding
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‘Burning Platform’
Big change forced upon me
‘Quantum Leap’
Big change I have chosen
‘Adapt’
Small change forced upon me
‘Grow’
Small change I have chosen
SIZE OF THE CHANGE PERSONAL CONTROL
Big Small None Total Different types of change
THE CHANGE MATRIX
@CampbellTCC www.changeandstrategy.com
Employees Leaders
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ESSENTIAL INGREDIENTS OF SUCCESSFUL CHANGE
- 1. Strong, committed, aligned and unwavering leadership team
- 2. Complete clarity about what we are trying to achieve and why
- 3. Laser-like focus on the outcomes
- 4. Detailed understanding of the implications of the change
- 5. Find the emotional triggers
- 6. Genuine engagement of people at all levels
- 7. Clear accountabilities, responsibilities and decision making
- 8. A change process that includes a ‘pause for reflection’
- 9. A Change Catalyst to drive delivery
- 10. Establish an enabling, change-ready culture
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Mission / Purpose / Why
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CLARITY OF STRATEGY
“If you don’t know where you are going, you’ll end up someplace else.” Yogi Berra
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3 types of values: 1. Brand Values 2. Corporate Values 3. Aspirational Values Right Values vs Real Values When does stating your values diminish your brand? Your values must be genuine
VALUES
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CULTURE IS ESSENTIAL
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84% of executives declare that: ‘Culture is critically important to business success’ Yet: <50% believe their companies do a good job of managing culture or that culture is a priority in their companies’ transformation initiatives.
“A company’s culture is how people behave when they think no-one is watching”
(Bob Diamond, CEO Barclays, weeks before resigning due to the Libor fixing scandal)
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COURAGE
@CampbellTCC www.changeandstrategy.com
“I am personally convinced that one person can be a change catalyst, a ‘transformer’ in any situation, any organization. Such an individual is yeast that can leaven an entire loaf. It requires vision, initiative, patience, respect, persistence, courage and faith to be a transforming leader.” Stephen Covey
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"It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change." Charles Darwin
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campbell@changeandstrategy.com vern@tribepictures.com
QUESTIONS?
@CampbellTCC @vernoakley