THE PERFORMANCE GROUP, INC.

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Leading Change So Others Will Want To Follow

2011 © The Performance Group, Inc.

The square watermelon…

What happened?

• What caused the difference between the second and third rounds?

• How did YOU feel when the facilitator introduced change?

• What did you feel during the last process? (See next page)

• How did this exercise reinforce/illuminate your understanding of the change process?

• What were the keys to this group’s success?

2011 © The Performance Group, Inc.

What did you see, feel, and hear?

Context (old habits) Communication challenges Too many “leaders” Confusion about “rules” Players not engaged Brainstorming “Facilitative” leader “Dominant” leader “Reluctant” leader Ideas build on each other Skepticism Creative use of “resources” Incremental improvement Assumptions Conflict between players Willing to take risks

Rejection of a good idea Paralysis (missed deadline) Trust Encouragement Sabotage Blaming other for mistakes Cooperation Player(s) quits, gives up Players having “fun” High energy New solution, new problems Influence of GOALS Celebration after success Anger

Why do people resist change?

• Fear of loss. (Possibly something you helped create)

• Misunderstanding of the change (“Why” is this happening?)

• Lack of trust in those implementing the change

• Disagreement on what needs to change or how the new process works

2011 © The Performance Group, Inc.

FACT: Over 70% of our population is uncomfortable with change

“Change” your language

“improve”

2011 © The Performance Group, Inc.

1. Carefully define your purpose. “What” needs to improve?

2. Thoroughly explain “why”

3. Ask provocative questions…seek ideas/input from all stakeholders.

4. Identify “how” (rules and goals.)

5. Provide training and any new tools to prepare/equip the team and test the process.

6. Educate everyone – NO surprises.

7. Address fears, rumors, concerns.

8. Meet 1-1 or small groups when you see reluctance/resistance.

2011 © The Performance Group, Inc.

“Countdown”

1. Be visible and accessible.

2. Be patient and positive.

3. Be empathetic and supportive.

4. Observe and coach.5. Look for (and praise) any type of

incremental “progress.”

6. Seek feedback and new ideas.

7. Make adjustments as necessary.8. Constantly communicate everything

you know with your team.

2011 © The Performance Group, Inc.

“Lift-off”

1. Stay visible/accessible.

2. Continue to praise progress

3. Share successes and results with the team.

4. Let “transformers” take the leadership role.

2011 © The Performance Group, Inc.

“Orbit”

1. CELEBRATE your success!

2. Recognize and reward the team.

3. Share results/benefits.

4. Look for your next project.

2011 © The Performance Group, Inc.

“Mission accomplished!”

Plus “one”

211º

2011 © The Performance Group, Inc.

23 fps