Leading Thru Change and

Evolution
Amy Stratbucker
Dec 3, 2014
San Diego, CA

Change?

Todays Time
More White Water Ahead. The goal is not
stabilization or survival.
The goal is to improve performance and build the
capability to lead the next change
even better than the last.

Principles of Managing Change

Recognize Phases of Change
Leading Thru Change
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Why We Struggle With Change

We Have a Primal Need for:

Security
Order
Control
We Find Comfort in What We
Know
Many are Afraid to Lose What
They Have
People Are Connected to
Their Jobs
We Dont Want To Give Up
What We Have Achieved

Productivity in Times of Change

Endings

Messy Middle

New Beginnings

Principles of Change Management

Be Passionate in Your Commitment/Be

Authentic
A commitment to performance always
outweighs loyalty and morale
Fill Peoples longing for belonging
Cannot over communicate in times of
change
Be Intolerant of Weak Commitment
Aim people toward work they love

Hearts & Minds

Model for Transformational Change

commitment
acceptance
exploration

resistance
denial

Mindsets to Change

65-70%
8-15%

8-15%

Supportive
Someone who acts as a
catalyst for change, with a
goal is to make change
stick.
A person who seizes an
opportunity to make a
difference, regardless of
their job or title.
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Resistance in
Real Life
Looks Like
Missed deadlines
Absenteeism
Decisions turned
over
Afraid to try new
ideas
Keep to themselves

Sounds Like
Angry Words
Questioning
Defensiveness
Lack of Trust

.Too much respect for problems kills our faith in possibilities.

Neutral

Speaks of Fear
& what will be
lost; quick to
point out
negatives

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Uncertain
Waiting to see
what happens

On Board
Speaks of
opportunity &
what can be
gained

The leader must be passionate

and bold enough to stimulate
the change and then patient
and methodical enough to
motivate employees to adopt it.
Maryann Billington

The leader must be passionate

and bold enough to stimulate
the change and then patient
and methodical enough to
motivate employees to adopt it.
Maryann Billington

This requires you to be part of the Supportive group?

Are you there?
If not, what do you need to move to
an active supporter of the change?

Know where your people

are and meet them there

65-70%
8-15%

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8-15%

Modeling The Change

Break

15


O
N

Not that
kind of
modeling!

Puzzle Activity

Your Thoughts Help You Or Hurt You

Trust

Excitement
Opportunity

Playing to Win

Confidence

Challenge

Worry

Fear
Crisis
Overconfidence

Doubt

Playing Not to Lose

Threat

Lead with CPR

Increased communication in
times of change
Awareness

Are they aware

of the news, changes,
issues, or requirements?
Feedback

Dialogue

Understanding

Do they truly understand

what is being
communicated?

Feedback

If you need people to do

things differently, youll
need to address all four
levels of communication

Dialogue

Commitment

Are they committed to

making the changes or
doing what is required?

Feedback

Dialogue

Appropriate
Action
Do they know what
actions to take?

Communication Checklist
Are You

Yes No

1. Listening twice as much as youre talking?

2. Actively looking for bad news?
3. Warning people about the messy middle?
4. Improving your skills at resolving conflict?
5. Comfortable not having all the answers?
6. Painting a picture of the future people want to be part of?
7. Taking into consideration where listeners are on the
transition curve when you plan your communications?

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Lead with CPR

Obstacles and
Opportunities
Optimism is a force
multiplier.
Colin
23 Powell

Control the Controllables

What you
cant control

What you
can control/
influence

Lead with CPR

Key Talent Individuals Need

To feel in on things
Real work to do
Opportunities to demonstrate how good

they are
Assurance they wont have to start over
to reprove their worth
The ability to serve customers well
To be able to balance the needs of the
organization with the needs of their family

Courageous Retention Questions

What excited you most about joining Lundbeck?

Does that still excite you?

What was the best day at work youve had in the past
three months? What were you doing?
What would you do more of if you could?
What about our job makes you want to hit the snooze
button over and over/take the day off?
What might lure you away? What would we
need to do to keep you here?
Are you being

Challenged?
Recognized?
Trained
Given feedback?

What would increase your engagement level?

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Lead with CPR

Change
is good!
(Thank

goodness
some things
change)

"It is not the strongest or the most

intelligent who will survive but those
who can best manage change."

~Charles Darwin
Scientist, Author and Father of the Theory of Evolution

What 1-2 things will you do to

improve performance and be more
effective in your ability to lead
change?
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