Presenting Today

Laura GoodrichAuthor, Speaker and Online Learning,

Global Workforce Innovator

Global Workforce Transformation

laura@GWTNext.com

Follow along on Twitter: #BizWebinar @BizLibrary

Erin BoettgeContent Marketing Manager,

BizLibrary

eboettge@bizlibrary.com

BizLibrary helps organizations succeed by improving the way employees learn.

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Technology

Global Connectedness

Demographic Shifts

Changing Consumer and Employee

Expectations

Drivers of Change

”As these drivers of change collide, they will

produce changes so significant that much of

the management intuition that has served us

in the past will become irrelevant.”

McKinsey Institute

The Need- The Necessity

We live and lead in a time of unprecedented

change where a new product or innovation can

drop into the marketplace and change the game

overnight.Laura Goodrich

WHAT Is Getting In the Way of Creating a Mindset for Change

Upwards of 70% of thoughts are unconsciously

focused on fear and those things we don’t

want.

This unconscious focus is literally

paralyzing organizations.

Accenture Studies: 1 Million Employees

Myth #1: Too much change, too fast, is destructive. According to the data, organizations that have a Mindset for Change, high performing groups actually thrive in a change dynamic environment.

Myth #2: Change causes organizations to go off track. In fact, 85% of groups that run into trouble had major underlying issues before implementing their change program.

Myth #3: Performance will dip during early stages of change. For organizationsthat have a Mindset for Change, high performance groups performance actuallyimproves from the start

Myth #4: People need to completely understand any change before committing to it. With leaders and organizations that have an individual and collective mindset for change will embrace change. In essence, they are willing to get in the car, before they know exactly where it’s headed.

When it comes to change, most organizations focus on structures, processes, and systems instead of Mindset. Few recognize that without a collective Mindset for Change targeted towards leaders and then their employees, their best efforts to change will fail.

So how do we expect our teams or

organizations to change if the

leaders and people within them

don't?

Change

Mindset

Mindset is a deeply engrained set of

assumptions, methods and beliefs

held by one or more people or

groups of people. Since Mindset is

typically developed over years of

conditioning it has the potential to

create powerful incentives for

people to accept those

assumptions, methods and beliefs.

Creating a Mindset for Change

• Urgency

• Awareness, understanding and commitment

• Accountability

• Spaced learning, reminders, and

reinforcement of the value of Creating a Mindset for Change.

It took: 50 years - Electricity

30 year – Radio

18 years –Color TV

13 years –Mobile Phones

7 years - Laptops

A few days – Mobile Apps

For 25% of Americans to accept

Diffusion of Innovation

Shared Conversation

of

Who in the world is leading the way?

Online learning has now surpassed

stand and deliver learning as the highest

spend, and most popular learning in

Asia.

This is a seismic shift.

Asia

What Cegos learned is that:

The learner has an insatiable thirst for learning

Wants control of their professional development.

Wants their own schedule

Loves using their tablets and smart phones

Jeremy Blain, Cegos APCA (Asia Pacific)

Cinematic Micro-Learning

The art of coaching through bite-sized video stories,

spaced overtime, followed by self-reflection questions

•Bite-sized micro-learning (average 90 sec.)Leader 33 videos Individual 26 videos

•Self reflective questions to make the learning personal

•A digital Toolkit to chart your course and serve as a dialogue tool for leaders and their employees

•A road map for 1:1, co-hort, group coaching conversations, research, sharing of ambassador stories.

Where are you now?

On a scale of 1-10, how

effective are your leaders

at managing and leading

change?

Tangible Benefits and Outcomes

The program will influence open

and honest conversations about

change that will create support

and focus on positive outcomes.

Leaders and staff will know how to

effectively manage the human side of

change, both for themselves as

individuals and also for their reports,

teams and organization.

Leaders and employees will be

prepared to execute and champion change

We can create an agile workforce in our

industry not just for known changes but

also unknown changes in the future.

Bringing the organization together by creating a mindset for

change will prepare us to optimize performance now and in

the future.

Driving It Home

Where people are not moving

in opposite directions

They’re moving in the

same direction

Driving yourself, your team and your organization to a positive future

Driving Yourself, Your Team and Your Organization to a Positive Future

Where

people

Are NOT

moving in

opposite

directions

Driving It Home

They’re

moving

In the

SAME

DIRECTION

Driving It Home

Recommended ResourcesThe Seeing Red Cars

Mindset

1. The Seeing Red Cars Mindset

2. It Started in Your Youth

3. Don’t Want…Don’t Want…Don’t Want

4. Why Is It so Hard to Change?

5. A Sightline to What You Want

6. How to Manage Your Moments

7. Being Aware of Our Changing World

8. Creating a Positive Focus

9. Change is Hard

10. Take Charge

11. Creating Clarity

12. A True Example of Positive Focus

13. People Can Tell What You Are Thinking

14. Working With Your Strengths

15. Creating a Great Day

16. How Leaders Can Influence Others

17. Keeping on Track

18. The 70%

19. Understanding the Dynamics of a Team

20. It’s Never Too Late to Change

21. You Have to Be Bad Before You Get Good

22. Embracing Change

23. A Positive Future

24. Playing to Your Strengths

25. Is It Pain or Opportunity

26. Focusing on What You Want

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