ENERGIZE AND SYNERGIZE WITH STYLE B U S I N E S S T R A N S F O R - - PowerPoint PPT Presentation
ENERGIZE AND SYNERGIZE WITH STYLE B U S I N E S S T R A N S F O R M AT I O N A N D YO U Brought to you by Kim Arnold, L&OD Executive And Rhonda Moncibais, Synergy First & Associates LLC WHY ARE WE HERE? To expand our understanding
To expand our understanding of our role in managing change To explore your change style and its impact on organizational transformation Share frameworks, processes, and tools that guide change efforts to create Energy and Synergy
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The Organization
Change Participant
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Ending, Letting Go The Neutral Zone
Disorientation Concern Denial Anger Immobilization
New Beginning
Uncertainty Confusion Anxiety Resistance Depression Self-Doubt Ambivalence Relief Testing Unsure Excitement Anticipation Exploration Problem Solving Creativity Innovation Testing High Energy Learning Commitment Alignment Hope Accomplishment Adapted from W. Bridges Transition Model
Time Response
(-) (+) Day 1 Day X
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the talk, they never will.
Offer a r an e expl planation
preferr rred style le of i initi tiati ting g and d deali ling w g with th chan ange Desc scri ribe change s style p prefere rences s that a are re m mor
pers rsonality influence ced than an s situat ational al Create a an appre preciation
for r change- style d diversi rsity
Present a t a righ ght t or wrong, g, “ “bett tter” o
“wor
se” c change style Measu sure re y your r compe petence initi tiati ting g and m managi ging c change ge Limit imit y you t to predetermi mined respon sponses t s to change
Discovery Learning
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B: 5 or more ‘B’ Responses A: 5 or more ‘A’ Responses C: 3-4 of each A&B
yielding to authority having their head in the sand bureaucratic preferring the status quo lacking new ideas avoiding risk lacking innovation dogmatic
divisive impulsive lacking appreciation of tested ways of getting things done starting but not finishing projects not interested in follow through wanting change for the sake of change not understanding how things get done
compromising mediating indecisive easily influenced noncommittal hiding behind team needs
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Consult with a person you believe to have a change style different from yours before proceeding. Make efforts to understand the perspectives of those with styles
Imagine “putting on a hat” of another style – especially if you believe the change requires a different approach. Solicit feedback and suggestions. Step back and be aware of your initial reaction in a situation, especially when you are aware of having an emotional response.
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Industry Knowledge Analytical Skills Financial Acumen External Focus Long-Term View Decisiveness Committed
People Skills Listening\Coaching Creativity Individual Focus Short-Term View Patience Tolerant Project Management Communication Skills Process Expertise Internal Focus Medium-Term View Tenacity Passionate
Change Educator
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Increase Urgency Get the Right Leaders Involved
Get the Vision Right Develop a Roadmap
Communicate for Engagement Empower Action Stage 4: Make It Stick Create Short- Term Wins Create a New Culture
Based on John Kotter’s “Formula” for Change
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