Professional Documents
Culture Documents
Heart of Change
Heart of Change
LEARNINGS
Successful organisations know how to overcome resistance to change
Grab opportunities, avoid hazards
Make big leaps
8 STEPS OF CHANGE
Increase urgency
Build the guiding team
Get the vision right
Communicate for buy-in
Empower action
Create short-term wins
Dont let up
Make change stick
SEE
FEEL
CHANGE
Immobilization
You-cant-make-me-move
Pessimistic attitude
WHAT WORKS
Showing enthusiasm or commitment (or helping someone to do so) to help draw the
right people into the group.
Modelling the trust and teamwork needed in the group (or helping someone to do that)
Structuring meeting formats for the guiding team so as to minimise frustration and
increase trust
Putting your energy into step 1 (raising urgency) if you cannot take on the step 2
challenge and if the right people will not
FORMAL DISCUSSIONS
Multiutility
New Alternatives
Summary of the options
Testing the
Conclusion
PROCESS
Seeing
Feeling
Changing
BOLD STRATEGIES
Industry leader
Small modifications in culture
Strategic need for speed
Corrosive effect
Move-quick Strategy
NEW VISION
Trying to seeliterallypossible futures
Visions being Clear
Visions-Commitment
SEE
FEEL
CHANGE
MY PORTAL
NEW TECHNOLOGIES
THE SCREEN SAVER
What Works?
Keep
communicating
simple
&heartfelt
not
complex
&
technocratic
Do
homework
before
communicating
especially
to
understand feelings of people
Speaking to anxieties, confusions &
distrust
Ridding communication channels of
junk so that important messages
can go through
Use new technologies to help
people see the vision
Under
communicating
which
happens all the time
Speaking as though you are only
transferring information
Accidently fostering cynicism by not
walking the talk
Seeing
Changing
Feeling
WHAT WORKS
Finding individuals with change experience who can bolster peoples selfconfidence with we-won-you-can too anecdotes.
Recognition and reward systems that inspire, promote optimism, and build selfconfidence.
Feedback that can help people make better vision-related decisions.
Retooling disempowering managers by giving them new jobs that clearly show
the need for change.
WHAT WORKS??
Wins that penetrate emotional defenses by being unambiguous (Defusing cynics and enlightening
pessimists)
WHAT WORKS??
Wins that are meaningful to others-the more deeply meaningful the better (Universal
Clarity)
Early wins that speak to powerful players whose support you need and do not have
(Gain support)
Wins that can be achieved easily and cheaply, even if they seem small compared to
the grand vision (Small, small steps)
Urgency up
Feeling of false pride down
Eliminating exhausting work
BUT not declaring victory prematurely
KEEPING URGENCY UP
Urgency to
drop
Complacent
yourself
Short
term
wins
Become
frustrated
Declare
victory soon
PE ratios
The merchant of
Fear
People
want to
take on big
problems
Succeed
in
generating
change
Still fail
Ways to overcome
Conscious effort as early as possible
Anticipate the issue
Stop unnecessary meetings
Delegate more
People are not machines
Rejuvenation from sleep, relaxation and fun off the job is must
25 2
The Streets
WHAT HELPS
Aggressively riding yourself of work that wears you down
Looking constantly for ways to keep urgency up
Using new situations opportunistically
CONCLUSION
CONCLUSION
See
Feel
Change
Identify
problem
Visualize it
Show
emotionally
engaging
solutions
Visualizations
capture
attention
Increases
emotions that
facilitate
change
Different
feelings
Change of
heart
Transform
behavior