“stuff i wish i knew about change when i got started” designed exclusively for the oasffa 2015...
TRANSCRIPT
“Stuff I Wish I Knew About Change When I
Got Started”
Designed Exclusively for the OASFFA 2015 Fall Conference
November 9, 2015
Terry D. Everson, Everson Consulting, LLC
Ah-Ha’s
What is Driving Change in the Financial Aid World?
How I View Change
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Why People Resist Changes
• H
• F
• LOI
How to Anticipate Resistance
New Present
+ __ + __
Stages of Change
Denial Adapting
ComingTo Terms
FightingThe Change
The Pit
(Endings) (Beginnings)
(Neutral)
One Concept: Many Similar Theories
• Kubler-Ross (The Grieving Cycle)
• Connor (Present/Transition/Desired States)
• Bridges (Endings/Neutral/Beginnings)
• Kotter (The 8 Stages of Change)
• Barker (Pioneers/Settlers)
• Ichak Adizes (Corporate Life Cycles of Change)
• Even the MBTI fits
• Why not create a Comprehensive Model?
Endings
• Grieving is encouraged.
• Be patient with ourselves as we lose emotional investment in the past.
• Tradition and rituals/symbols bring about emotional closure to past.
• Burn the Boat
• Heh, we’re going to have a funeral!
Communication for ChangeBarriers and Resistance . . A few harsh thoughts
• Managers/Executives Rarely Admit That Change Is Disruptive And Threatening.
• Managing Loss/Grieving Effectively Means Owning Responsibility For The Damage Done To People In The Process.
• Managers:– Often sweep the distress under the rug– Press people forward aggressively toward ambitious goals– Are compelled to keep the momentum going at any cost
Neutral Zone
• Hanging in mid air.
• Most difficult stage.
• Urgency to make decision, but patience is encouraged.
• Live with ambiguity in the tradition.
• Realize others are going through the same process.
• You can’t over-communicate during a time of change (X10)
Communication For ChangeWhat Leaders Must Do!
• Be Aware Of Your Impact• Keep Lines Of Communication And Contribution Open And Effective
• Reinforce Best Ways To Cope• Be Truthful About Organizational Realities• Be Supportive By:
–Reinforcing best ways to cope–Providing a figure of identification and caring
• Be A Figure Of Identification For People
Beginnings
• Introduce the future/the unknown.
• Be honest.
• Our attitude will determine how we deal with change.
• Get out of our paradigm.
What I Bring to the Team
Strengths Weaknesses
Interpersonal
Skills
Information
Processing
Decision
Making
Planning and
Organizing
Good Leader/Managers-
Great Leader/Managers-
Let’s Diagnose Your Team
Structured Flexible
HiHi
P.
S. Roles We Play
WM.
Roles Expanded
Management Staff
Contributors
Champions
Advocates
CoalitionPioneers
Settlers
WM
The Pioneer’s Priority
• Promise and Champion Change
• Push Yourself – Be A Role Model
• Honor What the Settlers Bring to the Plate
• Welcome Bad News
• Be a Coach
• Focus on the Customer
• Use the 90/10 Rule
Settler Ah Ha’s
• Go With The Flow
• If It Is Going to Happen, Make Lemonade
• Be a Part of the Change; Accept New Assignments (stretch}
• Relieve Stress in Healthy Ways
• Accept Change as a Reality & A Way of Life in the 21st Century
If You Want to Create a Project Change Mentality:
People Change Leadership
CLOSECLOSETRANSITION /STABALIZE
TRANSITION /STABALIZE
EXECUTE / CONTROL
EXECUTE / CONTROLPLANPLANINITIATEINITIATEASSESSASSESS
Define project, Define project, prioritize and fundprioritize and fund
Further define, Further define, prepare for project prepare for project
Plan project details, Plan project details, ready to execute ready to execute
Launch solution to Launch solution to achieve benefits achieve benefits
Implement, monitor, Implement, monitor, refine/enhance refine/enhance
REINFORCE THE CHANGE
MANAGE THE CHANGEPREPARE FOR
CHANGE
Key Deliverables: Key Deliverables:
• Stakeholders Stakeholders AssessmentAssessment
• Change Readiness Change Readiness SurveySurvey
• Job impact AnalysisJob impact Analysis
• CM Plan CM Plan
• Staff Development PlanStaff Development Plan
• Communication PlanCommunication Plan
• Targeted Change Targeted Change Goals/MetricsGoals/Metrics
Key Deliverables: Key Deliverables:
• Training Designed/ Training Designed/ Delivered/EvaluatedDelivered/Evaluated
• Communication Communication Delivery, Refinement, Delivery, Refinement, and Feedback and Feedback
• Directive and Supportive Directive and Supportive Coaching Designed and Coaching Designed and in Processin Process
• Conduct Change Impact Conduct Change Impact “GPS” Updates“GPS” Updates
Key Deliverables: Key Deliverables:
• Measured Success Measured Success
• Reinforce Change with Reinforce Change with Documentation, Documentation, Communication, and Communication, and CelebrationCelebration
• Post-Implementation People Post-Implementation People Change Management Change Management Assessment/SWOT Lessons Assessment/SWOT Lessons LearnedLearned
Endings/
Current State
Transition/
Neutral State
Beginnings/
Future State
Celebrate, Celebrate, communicate, and communicate, and look to the future look to the future
Burn the Boat
Quotes on Change
“Faced with the choice between changing ones mind and proving that there is no need to do so, almost everyone gets busy on proof.” John Kenneth Galbraith
“Whenever he thought about it he felt terrible. And so, at last, he came to a faithful decision. He decided not to think about it.”
“Strangely enough, this is the past that somebody in the future is longing to go back to.” Ashleigh Brilliant
“Things will get better, despite our efforts to improve them.” Will Rodgers
“I was going to buy a copy of The Power of Positive Thinking, and then I thought, “What the hell good would that do?” Ronnie Shakes
“The trouble with the future is that it usually arrives before we’re ready for it.” Arnold H. Glasow
Action Planning Worksheet
I will do what? By when?
Date
Signed_________________________ Date__________
Action