The Third Leadership SkillCol Harry LeBoeuf, USAF (ret)
Adapt
I’ve had worse jobs than these!
A) True
B) False
Change Leader’s Mindset
Do you like Change?
A) Yes
B) No
Do your people like Change?
A) Yes
B) No
Change Leaders Mindset
1. Change is here to stay.
2. If it ain’t broke – break it!
3. No news is not good news during change.
4. Change is a personal issue, not an intellectual issue.
5. People do not fear change, but the loss associated
with the change.
6. It’s impossible to work out all the details before a
change initiative.
Change Leaders Mindset
7. It’s impossible to keep everybody happy during
changes.
8. We must remember the most adaptable survive.
9. Our job is to make the changes work.
Change Leaders Mindset
3 Reasons Why Organizations Fail
Inability or unwillingness to:
1. Reject conventional wisdom.
2. Embrace unconventional realities.
3. Transform systems, practices, and procedures.
Of the three below, I most fear my organization’s
inability or unwillingness to: A) Reject conventional wisdom
B) Embrace unconventional realities
C) Transform systems, practices, or procedures
How to Catch a Monkey
Change Readiness Scale
You 1 2 3 4 5 6 7
Team 1 2 3 4 5 6 7
Front-line 1 2 3 4 5 6 7
Willingness to Change (Attitude)Low High
You 1 2 3 4 5 6 7
Team 1 2 3 4 5 6 7
Front-line 1 2 3 4 5 6 7
HighLow
Ability to Change (Skill)
“But the core of the matter (leading change) is always about changing behavior of people,
and behavior change happens in highly successful situations mostly by speaking
to people’s feelings.”
John Kotter, AuthorLeading Change and The Heart of Change
Leading Change Model
Change Event
Positive Negative
Change Event
Positive
Stage 1: Excitement• Reinforce the idea• Prepare for hurdles
Change Event
Positive
Stage 1: Excitement
Stage 2: Doubt• “OK” the feelings• Provide direction
Change Event
Positive
Stage 1: Excitement
Stage 2: Doubt
Stage 3: Hope• Acknowledge progress• Provide support
Change Event
Positive
Stage 1: Excitement
Stage 2: Doubt
Stage 3: Hope
Stage 4: Commitment• Celebrate success• Recognize growth• Prepare for next change
Change Event
Positive Negative
Stage 1: Excitement
Stage 2: Doubt
Stage 3: Hope
Stage 4: Commitment
Stage 1: Denial• Ask “What Hurts”?• (Re)confirm the change
Change Event
Positive Negative
Stage 1: Excitement
Stage 2: Doubt
Stage 3: Hope
Stage 4: Commitment
Stage 1: Denial
Stage 2: Resistance• Let them vent• Encourage attempts
Change Event
Positive Negative
Stage 1: Excitement
Stage 2: Doubt
Stage 3: Hope
Stage 4: Commitment
Stage 1: Denial
Stage 2: Resistance
Stage 3: Acceptance• Catch them doing it right• Tolerate mistakes• Set short-term goals
Change Event
Positive Negative
Stage 1: Excitement
Stage 2: Doubt
Stage 3: Hope
Stage 4: Commitment
Stage 1: Denial
Stage 2: Resistance
Stage 3: Acceptance
Stage 4: Commitment• Celebrate success• Recognize growth• Prepare for next change
Change Event
Positive Negative
Stage 1: Excitement
Stage 2: Doubt
Stage 3: Hope
Stage 4: Commitment
Change Event
Stage 1: Denial
Stage 2: Resistance
Stage 3: Acceptance
Stage 4: Commitment
1. Mark the passage of the old ways.Remember the glory of the past, but promise a better future.
Celebrate the new way through stories, and heroes, successes.
2. Establish a sense of urgency. Avoid analysis paralysis.
Ten Keys to Leading Transformational Change
3. Go where the energy is.Find groups already moving in the right direction.Make them your heroes.
4. Create risk-taking teams.Be tolerant of mistakes but intolerant of inaction
Ten Keys to Leading Transformational Change
5. Transfer ownership for success.
Emancipate – don’t abdicate.
6. Create positive momentum through quick successes. Aggressively go for the low-hanging fruit.When successful, transfer that energy to tougher challenges.
Ten Keys to Leading Transformational Change
7. Re-recruit your peak performers.Don’t ignore or overload your best people.Remind and reinforce their value to your organization
8. Champion your purpose.Justify the struggle.Find a thousand ways to say the same thing.
Ten Keys to Leading Transformational Change
9. Focus on results – not overcoming resistance.Remember that results beget results beget results…
10.Keep your perspective.Maintain your humor and joy.Remember – even God cannot please everybody.
Ten Keys to Leading Transformational Change
My Action PlanList 2-3 actions to take your
AdaptingTo a Higher Level
Develop
Two Keys to Developing Your Team
1. Training: develop competencies
2. Coaching: develop confidence
Do you feel adequately trained for your present position?
A) Yes
B) No
3 Steps to Effective Training
Step 1: Assess the NeedStep 2: Choose the Training OptionStep 3: Measure the Results
Remember: training is only appropriate if an employee needs a specific Skill,
Knowledge, or Attitude that he/she does not currently possess to successfully
fulfill their role.
Two Keys to Developing Your Team
1. Training: develop competencies
2. Coaching: develop confidence
What is Leadership Coaching?
• Equips people with the SKA to develop themselves.• Process – not an event.• Something you do with them – not to them.• Not about “fixing” people – it’s about unleashing potential.• Two-way relationship – not a one-way event.• Mindset and approach for improvement.
Do you see an advantage to coaching your people?
A) Yes
B) No
My Action Plan
List 2-3 actions to take your
DevelopingTo a Higher Level.
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