Change Processes and Tools, Trust and Coaching
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An array of change management tools on display
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Change Processes and Tools, Trust and Coaching
- 1. February 1, 2011 Leading Change: Processes and Tools, Trust and Coaching
- 2. Your Leadership is required!
- 3. Leading Change: Processes and Tools Location of Control Change Curve Change Transition Curve Force Field Analysis Commitment Chart Stakeholder Mapping Communication Plan
- 8. Now consider 2-3 other people involved in the change. Where do plot them?
- 9. Have you been the victim? Have you known victims? How does that make everyone feel? How do victims impact the change process?
- 10. (5 minutes)
- 12. The Change Transition Curve
- 14. Refer to the change transition curve.
- 15. Think of examples of each of the 7 steps in the change cycle. You may have felt these feelings or others may have. What helped you get past that step in the change cycle? What hindered you? (15 minutes)
- 16. Group Debrief (10)Your Leadership Challenge is to be able to plot where others are on this curve.
- 17. Leading change efforts requires leaders to assess both the forces in favor of the change and those that resist. Not to worry! There are tools to help!
- 20. Leading change efforts requires leaders to assess the stakeholders in the change process and to identify ways to communicate and lead. Not to worry! There are tools to help!
- 22. Using the force field analysis as a reference tool, select a project, or activity involving change.
- 23. Plot 3-5 people on the previous chart.
- 24. Be prepared to share your insights from applying this change management tool. 10 minutes, 5 minute debrief Your Leadership Challenge is to be aware of what your direct reports are really thinking!
- 28. Consider a business change you are currently undergoing.
- 29. Plot as many stakeholders as you feel needed.
- 30. Be prepared to share your insights from applying this change management tool. 10 minutes Your Leadership Challenge is to move as many direct reports into personal buy in, participation and full commitment over time.
- 33. Consider the same change or a different change you are currently undergoing.
- 34. Plot as many stakeholders as you feel needed.
- 35. What are your insights around the level of influence people bring to the table? Where would this tool have helped you in past change efforts? How?15 minutes Your Leadership Challenge is focus your attention on those who have medium to high influence and move them further to the right of the chart.
- 36. Leading change involves significant communication- not just one email! Not to worry! There are tools to help!
- 40. Fill in the chart, the plan.
- 41. Consider all the forms of communication you have available in your business culture- Town Halls, Lunch and Learns, items on a regular meeting agenda, posters, email, eNewsletters, Walk and Talks, FAQ lists, webinars. What are using? Not using? Can use?15 minutes + 5 minute debrief Your Leadership Challenge is to deliver the message in multiple ways, multiple media multiple times!
- 42. Leading Change: Building Trust
- 45. Coaching Worksheets and Activity
- 47. What happened?
- 49. Who is controlling this change? How does that make you feel? Where are you and others on the Resistance and Acceptance Curve? How committed are the key players? Where are we in the change transition curve? How do we analyze and manage resistance? What is another way of looking at transition? How can coaching help? Where are stakeholders today? How do we lead and manage? Really, how important is a Communication Plan? Relationships: Key questions we will answer!
- 51. Impact Analysis