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1.Ensuringcommitment
2.Gaining understanding
Letting go
Energising hopeFacing the truth
4.Planning forchange
5.Accompanying implementation
Rakeen consultant
Leading change
Creating space for grace
1. Ensuring commitment
Leading change
1. Ensuring commitment
Leading change
a. Interrogating the motive for change - What and who is driving change? - How strong is it? Critical mass? - Is the leadership open to own change? b. No point moving forward without genuine will to
change from within
1. Ensuring commitment
Leading change
1. Ensuring commitment
Leading change
2. Gaining understanding
1. Ensuring commitment
Leading change
a. To assist, first need to understand with empathy b. Start with purpose and performance c. Explore influence of culture and contexts
2. Gaining understanding
1. Ensuring commitment
Leading change
2. Gaining understanding
1. Ensuring commitment
Leading change
a. To assist, first need to understand with empathy b. Start with purpose and performance c. Explore influence of culture and contexts d. Look beyond the visible (under the waterline)
2. Gaining understanding
1. Ensuring commitment
Leading change
2. Gaining understanding
1. Ensuring commitment
Leading change
a. To assist, first need to understand with empathy b. Start with purpose and performance c. Explore influence of culture and contexts d. Look beyond the visible (under the waterline) e. Collaborative diagnosis – focus on stinging bees
2. Gaining understanding
1. Ensuring commitment
Leading change
1. Engaging the client
2. Understanding the client system
4.Planning forchange
Leading change
1.Engaging the client
2.Understanding the system
3. Inspiring change
Leading change
1.Ensuringcommitment
2.Gaining understanding
3a. Facing the truth
Leading change
“No one ever really changes for the better without somehow facing the truth”
Dr John White (psychologist)
1.Ensuringcommitment
2.Gaining understanding
3a. Facing the truth
Leading change
1.Ensuringcommitment
2.Gaining understanding
3a. Facing the truth a. Hearing honest, truthful feedback from trusted
source (peer or outsider consultant) b. Value of thought provoking questions c. Power of conscience
Leading change
1.Ensuringcommitment
2.Gainingunderstanding
3a. Facing the truth
Leading change
1.Ensuringcommitment
2.Gainingunderstanding
3a. Facing the truth
3b. Letting go
Leading change
1.Ensuringcommitment
2.Gainingunderstanding
3a. Facing the truth
3b. Letting go
a. Past behaviours and attitudes b. Facing fears, taking personal responsibility,
apologising. c. No turning point without this step
Leading change
1.Ensuringcommitment
2.Gainingunderstanding
3a. Facing the truth
3b. Letting go
Leading change
1.Ensuringcommitment
2.Gainingunderstanding
3a. Facing the truth
3b. Letting go
a. Sometimes there is no turning point b. Allow good death – part of life c. Most positive step forward may be to accept
the life of an initiative or organisation is over
Leading change
1.Ensuringcommitment
2.Gainingunderstanding
3a. Facing the truth
3b. Letting go
Leading change
1.Ensuringcommitment
2.Gainingunderstanding
3a. Facing the truth
3b. Letting go
3c. Energising hope
Leading change
“It is impossible to get people to collectively act to change the future if they do not have hope and that to some extent hope is born out of discovering that we share common images of a better team, organisation or world”
Bushe 2006
1.Ensuringcommitment
2.Gaining understanding
3a. Facing the truth 3b. Letting go
3c. Energising hope
a. Positive energy injection at turning point b. Relief, hope and excitement about change c. Vision for change, trust restored, relationships
reconciled d. Often involves apology and forgiveness
Leading change
1.Ensuringcommitment
2.Gaining understanding
Letting go
Energising hopeFacing the truth
Creating space for grace
Leading change
1.Ensuringcommitment
2.Gaining understanding
Letting go
Energising hopeFacing the truth
4.Planning forchange
Creating space for grace
Leading change
“We do not have a plan until each objective has been owned by someone who accepts responsibility to see it initiated and completed”
Wright
1.Ensuringcommitment
2.Gaining understanding
Letting go
Energising hopeFacing the truth
4.Planning forchange
a. Channelling excitement productively b. Clarity on the desired outcomes c. Change involves difficult choices, rigorous planning, sensitive
understanding of costs and support for affected staff d. Taking collaborative responsibility
Creating space for grace
Leading change
1.Ensuringcommitment
2.Gaining understanding
Letting go
Energising hopeFacing the truth
4.Planning forchange
5.Accompanying implementation
a. Plans are not actual change b. Change is a journey – not an event c. Mentoring and monitoring
Creating space for grace
Leading change
1.Ensuringcommitment
2.Gaining understanding
Letting go
Energising hopeFacing the truth
4.Planning forchange
5.Accompanying implementation
Creating space for grace
Leading change
1.Ensuringcommitment
2.Gainingunderstanding
Letting go
Energising hopeFacing the truth
4.Planning forchange
5.Accompanying implementation
Rakeen consultant
Creating space for grace
Leading change
1.Ensuringcommitment
2.Gaining understanding
Letting go
Energising hopeFacing the truth
4.Planning forchange
5.Accompanying implementation
Leading change
a. You as instrument of change b. Knowing yourself and your power c. Character – humility and courage
Creating space for grace
Leading change
