1.
Presenting Today
Randy Pennington
Hall of Fame Keynote Speaker, Author
randy@penningtongroup.com
Follow along on Twitter: #BizWebinar @BizLibrary
Erin Boettge
Content Marketing Manager,
BizLibrary
eboettge@bizlibrary.com

2.
BizLibrary helps organizations succeed by improving the way
employees learn.
www.bizlibrary.com/free-trial

3.
@RandyPennington
The ability to quickly change
and adapt in pursuit of your
vision is the difference
between excellence and
irrelevance.

4.
“70 percent of change efforts fail to achieve
their desired goal.”
@RandyPennington

5.
Ten Reasons Why Change Fails
1. Poor planning or
resource allocation
2. Goal, purpose, or
desired result is not
clearly defined
3. Lack of buy-in for
change
4. No accountability
5. The change is never
given time or
resources
6. Lack of processes
or guidelines
7. Poor or no support
from leadership
8. No measures or
metrics to evaluate
success
9. Resistance derails
the change
10. Take on too many
changes at once
@RandyPennington

6.
@RandyPennington
Change doesn’t fail because of
faulty models.
It fails because of faulty
leadership.

7.
Change management:
managing projects and processes
Change leadership:
inspiring and connecting with people to
bring them with you on a journey
@RandyPennington

8.
What Change
Leaders Do
@RandyPennington

9.
Leading change would be easy if
it weren’t for people!@RandyPennington

10.
Making change
work will always be
about connecting
with people;
bringing them
together; and
keeping them
focused on a
common purpose.
©Pennington Performance Group

11.
The three most difficult change
challenges
Generating urgency
Building buy-in and support
Overcoming resistance
@RandyPennington

12.
Leaders build support and
buy-in for change with …
• What they say
• What they do
@RandyPennington

13.
CONNECT WITH PEOPLE
WHERE THEY ARE
@RandyPennington

14.
Imagine this…
@RandyPennington

15.
Quiz Question!
Which of these responses is the first to cross your mind?
• How will we still complete our work and accomplish
this reorganization?
• How is this going to affect our customers? Will it
really make things better?
• Will this work? Do we have the capacity and capability
to pull this off?
• What will happen to my teammates? How will they be
affected?
• What will happen to me? Will I have to work longer?
Will I lose my job?
@RandyPennington

16.
People support and take action to
change for their reasons not ours.
@RandyPennington

17.
“80 percent of what leaders
care about and talk about
when trying to enlist support
for change doesn’t matter to
80 percent of the workforce.”@RandyPennington

18.
Individuals want to know
• From what to what?
• What does this change mean for what I do and how I
operate on a daily basis?
• Will this make a difference?
• How will success be measured?
• What is the support level for this change?
@RandyPennington

19.
Involve People
Early and Often
@RandyPennington

20.
People support what they help create
x
No one argues with their own ideas and
information
@RandyPennington

21.
Four Levels of
Involvement
• Input: Ask for feedback on the change
• Participation: Solicit questions, concerns, and ideas to
implement
• Collaboration: Work in partnership to develop
solutions that work for everyone
• Empowerment: Give others control of the decision and@RandyPennington

22.
CHANGE CHANGE
@RandyPennington

23.
Perspective Matters

24.
We must change:
- our thinking
- the conversation
- the consequences
@RandyPennington

25.
If you want things to be
better, they have to be
different.
If you want things to be
different, they have to
change.
@RandyPennington

26.
GENERATE URGENCY
@RandyPennington

27.
The ability to change is based on readiness.
Intellectual understanding does not ensure
emotional readiness.
@RandyPennington
The truth about change

28.
People change for two reasons
• Crisis pushes us to change
• Opportunity pulls us to change
@RandyPennington

29.
What’s on top of your
refrigerator?
Cookies or Brussels Sprouts?
@RandyPennington

30.
USE RESISTANCE AS
YOUR FRIEND
@RandyPennington

31.
Four Potential
Responses to
Change
@RandyPennington

32.
The assumption:
People want to do a great job and
deliver service that helps the
customers we serve.
@RandyPennington

33.
Using resistance as
your friend
• Respect the individual –
embrace the resistance as
well-intentioned
• Pull don’t push
• Be open to other options for
achieving the goal or purpose
@RandyPennington

34.
Which of the following is the most challenging type
of resistance you experience in your organization?
• Skeptics
• Know-it-alls
• Argumentatives
• Grudge carriers
Quiz Question!
@RandyPennington

35.
1. Invest in education
• Make Change Work® series in you BizLibrary subscription
• Make Change Work® session leader guide available from
Pennington Performance Group
2. Be more intentional about initiating and leading change
Enable Your Leaders
and Managers
@RandyPennington

36.
For resources go to
www.penningtongroup.com/make-change-work/

37.
GO FIRST
@RandyPennington

38.
The present should be guided
more by the future than the past.
@RandyPennington

39.
Thank You!
randy@penningtongroup.com
www.penningtongroup.com
Follow Randy on Facebook, Twitter,
and LinkedIn.

40.
Make Change Work®
Video Series
1. Dodo’s and Coyote’s- Only the
Nimble Survive
2. The New Realities of Change
3. What Change Leaders Do
4. Achieving Buy-In for Change: Part
1
5. Achieving Buy-in for Change: Part
2
6. Use Resistance as Your Friend-
Leader
7. When Change Isn’t a Choice-
Leader
8. Building and Sustaining a Nimble

41.
Manager’s Edition: Accountability
Accountability Video
Series
1. What is Accountability?
2. How to be Accountable
3. Getting Started on
Accountability
4. Transforming into a Culture of
Accountability
5. Leading Accountable Teams

42.
Try out these video lessons and
more!
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