PR 66 - To Change Is Human; But Never Easy

Adopting, Adapting Frameworks is 20% Process/Tools & 80% People Change Living, working and moving through life's stages represents a constant process of change and transition. Yet somehow we never seem to master this process and often completely ignore this central aspect of our lives at work and at home. One of the greatest challenges to achieving our vision, goals and objectives in the workplace is that we do not place the correct level of focus on this critical success factor, leaving the most challenging aspect of our professional lives to hope and happenstance. Unfortunately - Hope Is Never a plan! Join George and I as we discuss with our guest Robin Hysick the different dimensions, models and methods for managing Organizational Change. Specifically on this podcast we will focus on what leaders need to know and understand about managing change and how through intentional leadership it is possible to smooth out the challenges of transition. Show Notes:
  • Introduction of Robin Hysick - Pink Elephant Change Practice Lead
  • What is a practice?
  • Pink Elephant Training on Organizational Change Management
  • Working with Technology is easy when compared to People Change / Transition
  • Adoption of frameworks always includes changes of Attitude, Behaviours and Attitudes
  • Leadership styles and Change / Transition
  • Leaders often forget that they have already progressed through the change cure
  • Change always has a cost - Beckhard and Harris ( A*B*C > D)
    1. A = Cost of Current State
    2. B = The Appeal of the future state
    3. C = The logical and sequential steps to achieve B
    4. D = The cost of Change
  • ROI Definition requires and understanding of the benefits decided by the cost of current state
  • Leaders need to involved people in change “People don't resist change they resist being changed"
  • Change needs a Plan! (Planned Change - e.g.: Kotter 8 Steps)
  • Change requires Urgency and time sensitivity
  • Change also involves culture (Deal and Bolman Model)
  • Change requires being aware that Emotion always Trumps Reason
  • Managing Emotions requires turning communication and awareness techniques to specific stakeholders
  • Kotter - Heart of Change was the realization of that Emotion is more important than logic
  • William Bridges Book (Managing Transitions) Change vs Transition
  • Archie Bunker and Change vs Transition
  • Humans normally focus on loss over benefits even when what they are gaining is superior
  • Consciously Competent to Uncertainty is painful and has a cost
  • Loss of productivity is normal when people move to new situations
  • The valley of despair and change when leaving your comfort zone
  • The key is to keep the dip short and also shallow
  • The fear of not changing and falling behind (The cost of not changing)
  • Organizational Change is a growing discipline which borrows from other areas of knowledge
  • The importance of understanding and working with stakeholders

Robin's, George's & Troy's Thoughts What About Yours?
"The only constant in the universe is change - you can either manage change or it will manage you"

To subscribe to Pink's Podcasts on iTunes


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