meaningful change through specific observable behaviours final
DESCRIPTION
ACMP Africa Conference, Nov. 8th, 2012TRANSCRIPT
Meaningful change
through specific and
observable behaviours
ACMP Africa Conference,
Nov. 8th, 2012
Presented by Manon Champagne, CEO, A+ Transition
Leveraging change. Today and tomorrow
Objectives
The objective is to provide you with an approach to integrate the concrete actions required to get sustainable observable behaviour changes in your organisation.
At the end of the conference, you should be able to:o Recognize what is a specific and observable behaviour
o Prioritize the ones the organization should maintain and the ones it should modify
o Define the concrete actions required to observe those sustainable, specific observable behaviours.
© Aplustransition inc. 2012 2
Did you know?
© Aplustransition inc. 2012 3
Process redesign will only produce 3-5% increase in overall productivity.
65 % of all changes, any type, require changes in behaviours to succeed
Do you think?
That organisations undertake too many projects?
That there is too much money spent on initiatives
delivering too little benefits to make it worthwhile?
© Aplustransition inc. 2012 4
THE GOOD NEWS…
There are low cost and high impact levers
organisations can work on to change better…
© Aplustransition inc. 2012
Context and change drivers
Organisational Culture
Specific behaviours
Leveraging changeAn execution framework to deliver results
Focus on
crucial
goals
Connected
LeadershipHolistic
Structures
Mass
Engagement
ExecutionVision,
strategyResults
Sustainable
resultsX
© Aplustransition inc. 2012 6
© Aplustransition inc. 2012 7
Introduction :Really ?
From ‘The Influencer’
From ‘The Switch’
8© Aplustransition inc. 2012
BUT HOW…
What is a Specific Observable Behaviour?
9© Aplustransition inc. 2012
Let’s try defining it…
What is a behaviour made of?
What is a specific observable behaviour?
It is not the label we give it or the simple desire to see it happen.It is the way we act, conduct ourselves, react that is either intrinsic or acquired.
It is in our actions (or sometimes lack of…) that wecan observe behaviours.
10© Aplustransition inc. 2012
ACTIONSPROCEDURES
HABITS
REACTIONSFRAME OF REFERENCE
ATTITUDE
Warning:
We can’t change
behaviours simply
by ‘naming’ them
or listing them.
11
Example
Behaviour: Efficient communications
Concrete action: Return your calls within 3 hours
Concrete action: Reply to emails within 24 hours
Concrete action: Open up to feed-back at each meeting
Concrete action: When seeking feed-back, listen without judging
Concrete action: Never answer someone with YES BUT…
Behaviour
C.A. C.A C.A
© Aplustransition inc. 2012
BUT HOW…
An approach
12© Aplustransition inc. 2012
A 4-Step Strategy
1. Diagnosis:o Through observations, workshops, surveys or focus groups, document
current behaviours
o Categorize the information into specific observable behaviours that need to be maintained and those we need to modify
o Determine their impact and feasibility
2. Recommendationso Make your recommendations to act on a few high impact behaviours that
will deliver results
o Mobilize people around the priorities identified for immediate action
3. Start integrationo Determine observable actions
o Integrate them in people’s roles and responsibilities
o Deploy: Communicate, train, coach, reinforce by example, etc.
4. Measure13© Aplustransition inc. 2012
BUT HOW…
Let’s try it
14© Aplustransition inc. 2012
16
Exercise
1. What behaviours do you think are being promoted in that company? How did you observe it?
2. What are the actions that you could observe that she should maintain?
3. What are the actions that you could observe that she should modify?
4. How would you get started to get actions aligned with the desired behaviours in that company?
© Aplustransition inc. 2012
17
Summary
Process change is NOT the best way to improve productivity
The ROI of working on behaviours is much higher: little costs compared to technology and process redesign with high returns
So why is it the last thing organisations consider?
It requires MANAGING PEOPLE rather than doing easily controlled things.
© Aplustransition inc. 2012