Linda's Fearless Change patterns tutorial

1. Myths and Patterns of
Organizational Change
Linda Rising
www.lindarising.org
linda@lindarising.org
@RisingLinda

2. Why patterns?
Giving a name to a recurring
problem with a known solution
means the names of related
patterns can be used to have a
conversation about the problems
and solutions.

3. Fearless Change
now More Fearless Change
Patterns based on:
 Social psychology
 Influence strategies
 Evolutionary biology

4. Just out !

5. You’re not here to build
software, you’re here to change
the world.
Jeff Patton

6. Myth #1:
Smart people are
rational.

7. Get started
Self-reflection:
Know Yourself (you’re not
rational either ! )
Take on a role:
Evangelist (not a fanatic)
Recognize the feelings of others:
Emotional Connection

8. Myth #2:
I have to have a plan.
Otherwise, how can I
move forward?

9. Establish an initial long-term goal but
be prepared to adapt it as you learn:
Evolving Vision
Dream big, but start small…

10. Concrete Action Plan: Create specific
plans for short-term goals, build on
successes, learn from failures:
Just Do It
Time for Reflection
Small Successes
Baby Steps
Use Low Hanging Fruit whenever you
can.
Keep these patterns with you and
use them over and over…

11. Myth #3:
Good always triumphs
over evil. (Just World
Fallacy, one of our
many cognitive biases.)

12. Do Food: A most under-
appreciated pattern but
one of my favorites !
…and Brown Bag

13. Maria’s Rule
There are
very few
problems
that cake
cannot
solve.
With special thanks to Morten Elvang

14. Myth #4:
If I just had enough
power I could make
people change.

15. Threat, firing, killing
are very effective but
only get compliance.
You want real
commitment.

16. You can buy a person's hand, but
you can't buy his heart. His heart is
where his enthusiasm, his loyalty is.
You can buy his back, but you can't
buy his brain. That's where his
creativity is, his ingenuity, his
resourcefulness.
Stephen R. Covey
The 7 Habits of Highly Effective
People

17. Personal Touch: Each
person is asking, “What’s
in it for me?”
You must address a
genuine user need. Data
does not equal empathy.
Jeff Patton

18. Different people accept new
ideas differently
This is new so it’s cool!
(Innovators--2.5%)
It’s interesting, but I want to learn more.
(Early Adopter--13.5%)
I want to know what other people think.
(Early Majority--34%)
If I have to. I guess.
(Late Majority--34%)
We’ve always done it this way.
(Laggards--16%)

19. Myth #5:
Skeptics, cynics,
resistors—THOSE
people, well, they must
be BAD or STUPID or
BOTH!! Ignore them!!

20. Fear Less: Use
resistance to your
advantage. Listen,
really listen, and learn
all you can.

21. Seek first to understand,
then to be understood.
Stephen R. Covey
The 7 Habits of Highly
Effective People

22. Champion Skeptic: Have a
resident resistor play the
important role of “Devil’s
Advocate.” Treat him/her
as a valued partner in the
change effort.

23. Bridge-Builder: Sometimes it
is all about you and you need
help. Find someone who
knows the skeptic and also
supports your new idea. Let
him/her make the
connection.

24. Myth #6:
You’re a smart person,
so you don’t need help
from others. After all,
it’s your idea!

25. Ask for Help: The idea is
yours and you believe in
it, but the change must
not be “all about you.”

26. Sincere Appreciation:
Recognize the
contributions of others.

27. Power Thanks
 Sincere appreciation
 Timely
 Detailed
 Describe impact

28. Grateful people:
 Have more energy and optimism
 Are more resilient in the face of
stress
 Have better health
 Suffer less depression
 Are more compassionate, more
likely to help others, less
materialistic, and more satisfied
with life.

29. Myth #7:
I just put the idea out
there and that’s the end
of my contribution.
Others will see how
great it is and it will
have a life of its own!

30. Keep it going. Keep learning.
 Sustained Momentum
 Stay in Touch
 Study Group
 Hometown Story
 Persistent PR
 Involve Everyone
 Easier Path
 Whisper in the General’s Ear

31. There are more patterns
in Fearless Change and
More Fearless Change to
help you introduce new
ideas. This is just a start!
Thanks!