adaptive change management (ron heifetz) project mafda session...(ron heifetz) people do not hate...
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An Unprecedented Approach
ADAPTIVE CHANGE MANAGEMENT(RON HEIFETZ)
People do not hate change
Create a “holding environment”
Get up on the balcony
Give the work back to the people
New concepts
Change fails because…
People are OK with going
from A to Z. They have
trouble tolerating the
daunting, painful steps in
between.
Holding Environment
The job of the leader is to
create a holding
environment in which
people can do the
learning they need to do.
Get up on the balcony
We need to get above the
day-to-day fray to be able
to see our situation with
some detachment and
objectivity.
Give the work back to the people
It is messy; maybe even
chaotic. But people really
will rise to the occasion
and create solutions –
often things we could not
have imagined by
ourselves.
Reasons Attempts To Change Fail
Misperceive threat
Perceive threat but responding is beyond
adaptive capability
Inability to cope with distress provoked by
problem and change it demands
◦ Leads to “avoidance mechanisms”
Avoidance Mechanisms
Holding onto past assumptions
Blaming and/or scapegoating
Externalizing the enemy
Denying the problem
Jumping to conclusions
Finding a distracting issue
My job as facilitator…
Apply just enough
pressure to keep forward
momentum...
…but not so much that you shut down.
People can tolerate only
so much tension before
they need a breather. But
if they see the value in the
endeavor, they will return
to the work and keep
moving forward.
There is that law of life so cruel and so just that one must grow or else pay more for remaining the same.
Norman Mailer
It’s time to get REAL!
Let’s stop going in circles
and stick with this until
we can make practical,
sustainable decisions
that will inform our work
in coming years.
An unprecedented process
THEORY ‘U’ OR “DEEP THINKING”(C. OTTO SCHARMER)
Retro-movement proponents:
◦ “Let’s return to the order of the past.”
Defenders of status quo:
◦ “Just keep going. Focus on doing more of the same.
Muddle through.”
Transformational Change advocates:
◦ “Isn’t there a way to break the patterns of the past
and tune into our highest future possibility?”
Three distinct responses to challenges
DOWNLOADING
SUSPENDINGPre-conceived
ideas
SEEINGWith fresh eyes
REDIRECTING
SENSING
LETTING GO
PRESENCINGConnecting to Source
Open Mind
Open Heart
Closed Mind
Open Will LETTING COME
CO-CREATINGNew thinking and principles
CO-CREATINGAn unimagined future
Scharmer, 2009
Theory U or “Deep Thinking”
Keep an Open Mind
An open mind exhibits
intellectual curiosity. It
considers all perspectives.
This does not mean that
you agree with all
perspectives. It means you
will seriously consider all
perspectives.
Cultivate an Open Heart…
Even if it means that you
might be disappointed.
Your heart may be even
be broken. Or it could
result in unimaginable joy
and pride!
The bottom of the “U” requires
Open Will
When the going gets
tough, the tough get
discipline. They make
themselves push through.
Quitting in frustration or
overwhelm will not get the
job done. Vent and then
get back to work.
Our “Blind Spot” is below the surface
Our Blind Spot is the inner
place from which we
operate. It is the “source”
of our attention and
action. We cannot meet
the challenges at hand if
we do not illuminate our
blind spot – individually
and collectively.
We have to drop all our old tools and attend to
the situation with fresh eyes.
We have to abandon our conventional ways of
reacting and operating.
We have to re-focus our gaze from our public
way of reacting to our unseen blind spot.
We have to deepen our attention to and
wonder about our milieu.
Dealing With Our “Blind Spot”
Let’s start thinking about our “blind
spots” regarding funeral service
practice?
ONTARIO, OREGON 1963
My first dream “funeral home”
VIVID IMAGINATION OR DIVINE GUIDANCE?
“Do something different
that makes a difference”
The “spine” of my work…
I really need for it to be important and
prestigious or I may have made a mistake by
going into the field.
I am embarrassed and defensive about the
negative public image of funeral directors.
What if it isn’t all I want it to be?
Can I let it be whatever it is?
My Blind Spot About Funeral Service…
Relax, reflect, record
List questions we need to ask and data we
need to gather
Avoid persuasive arguments
◦ Open questions vs. Closed questions
What is your “blind spot?”
Evening Homework
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