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Julie Hogbin's presentation at Raising the Bar Conference II
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© LEVELheaded
Welcome to
Leading others through change
Raising the Bar 11
from Julie Hogbin of
‘The Magic Rope’
© LEVELheaded
The Five Stages of Change
1. Denial
2. Defence
3. Discarding
4. Adaptation
5. Internalisation
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Timing of Personal Change
1. Innovator
2. Early Adopter
3. Early Majority
4. Late Majority
5. Change Resister
• Change has a lot to do with feelings• People need to see clear benefits before moving• Most of us prefer to stay where we are (even when the
going gets tough)
• Change does not benefit everyone• Feel better if you have power in determining your
future• Different people respond differently
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Findings
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© LEVELheaded
Welcome to
Leading others through change
Raising the Bar 11
from Julie Hogbin of
Managing
the
Waves of Change
© LEVELheaded
Stewardship
• What is beneficial over the long term
• 7 generational thinking
• Doing what is ‘right’
• Not what ‘appears’ to be easiest
• Not for a quick win
• Not for a popular ‘vote’
• It is understandable by every person affected
• It can be explained in less than three minutes
• It gets a reaction that signifies both understanding and interest
• It is distinctive from, and compliments, your organisational vision
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The Vision Statement
Denial
Defence
Discard
ing
Adaptatio
n
Intern
alisatio
n
Performance Self esteem
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The Five Stages of Change
• At which point would you introduce new policies and procedures in the process?
• When would you provide support for staff to air their grievances?
• When would you arrange some form of team or group celebration?
• When would you encourage team members to try new ideas?
• When would you allow people to influence the proposed change?
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Questions
1. Intelligible information
2. Opportunity to develop new skills
3. Encouragement to try out:-a) New systems
b) New processes
c) New procedures
4. Empathy and understanding from management
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Rebuilding Self Esteem
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When People Change
3%13%
24%
44%
16%
Innovators Late Majority
Change Resistors
Early Majority
Early Adopters
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What is Your Submerged Iceberg?
• What is the culture of your organisation?
• What are the norms & values?
• Where are the power networks?
• What communication methods are in use?
‘Be the change you want to see in the world’
Ghandi
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© LEVELheaded