S E P T E M B E R 2 0 1 4

CHANGE

LEARNER OBJECTIVES

Understand Leadership Challenge Model as it applies to managing change

Understand Switch analogy of how to effect change by managing its multiple components

Apply the analogy to a specific change required for your program

Understand the components of resistance

Identify strategies to influence stakeholders who are resistant to change

WHO MOVED MY CHEESE?

LEADERSHIP PRACTICES INVENTORY

The Leadership Challenge by

Kouzes and Posner

Complete the Leadership Practices

Inventory SELF Response Sheet

MODEL THE WAY

Clarify values

Affirm shared ideals

Set the example

INSPIRE A SHARED VISION

Envision the future

Enlist others in a common vision

CHALLENGE THE PROCESS

Search for opportunities

Seize the initiative

Experiment and take risks

ENABLE OTHERS TO ACT

Foster collaboration

Build trust

Strengthen others

ENCOURAGE THE HEART

Recognize contributions

Celebrate the values and victories

BACKWARDS VISIONING EXERCISE

Imagine that it is one year from now and you have made change in your program to meet your goalsDescribe

• what has made this change a success• the outcomes achieved• what you are particularly proud of

Share with a colleague

HOW DO YOU GET PEOPLE TO MAKE

CHANGE?

Need to Account for

Situation

Heart

Mind

HOW TO RIDE AN ELEPHANT

THE RIDER

Conscious planning part of

the brain

Sets goals and looks towards the

long term

THE ELEPHANT

Emotional part of the brain

Seeks the easiest path & looks for

short term benefits

THE PATH

The direction; make it easy for the elephant and the rider to see the new path

METHODS TO DIRECT THE RIDER

Find the bright spots

Script the critical moves

Point to the destination

MOTIVATE THE ELEPHANT

Find the feeling

Shrink the change

Grow your people

SHAPE THE PATH

Tweak the environment

Build Habits

Rally the herd

Keep the Switch Going

SWITCH WORKSHEET

• On your worksheet• Define the problem/issue where you need change• Answer the questions about the rider, elephant and

path

• When completed• Share with partner• Give each other feedback and suggestions

RESISTANCE

What are the factors that influence or bring about resistance

RESISTANCE

•Vision

•Time

•Choice

•Comfort

Lack of

•Culture

•Hierarchy

•Communication

Situational Factors

RESISTANCE People don’t see the need to change

Never done it like that before

Bogged down in analysis

Need to overcome old patterns of behavior

I will change tomorrow

My team hates change/It will never work

Lost momentum; Nothing’s happening

Too much change

STRATEGIES TO OVERCOME

RESISTANCE

Communicate vision

Anticipate Issues Involve team

Listen to concerns

Support/ Celebrate

accomplishmentsIncentives

Plan checkpoints

FOR CHANGE TO SUCCEED….

The change must mean something to those who are affected by it

Multiple system strategies must be activated to influence the change

Resistance to change must be understood & appropriately managed