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Make Change Work: Leadership Strategies to Build Support and Overcome Resistance
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Transcript of Make Change Work: Leadership Strategies to Build Support and Overcome Resistance
Presenting Today
Randy PenningtonHall of Fame Keynote Speaker, Author
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Erin BoettgeContent Marketing Manager,
BizLibrary helps organizations succeed by improving the way employees learn.
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@RandyPennington
The ability to quickly change and adapt in pursuit of your
vision is the difference between excellence and
irrelevance.
“70 percent of change efforts fail to achieve their desired goal.”
@RandyPennington
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 accountability5. 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
@RandyPennington
Change doesn’t fail because of faulty models.
It fails because of faulty leadership.
Change management:managing projects and processes
Change leadership:inspiring and connecting with people to bring them with you on a journey
@RandyPennington
What Change Leaders Do
@RandyPennington
Leading change would be easy if it weren’t for people!
@RandyPennington
Making change work will always be about connecting with people; bringing them together; and keeping them focused on a common purpose.
©Pennington Performance Group
The three most difficult change challenges
Generating urgency
Building buy-in and support
Overcoming resistance
@RandyPennington
Leaders build support and buy-in for change with …
• What they say
• What they do
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CONNECT WITH PEOPLEWHERE THEY ARE
@RandyPennington
Imagine this…
@RandyPennington
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
People support and take action to change for their reasons not ours.
@RandyPennington
“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
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
Involve People Early and Often
@RandyPennington
People support what they help createx
No one argues with their own ideas and information
@RandyPennington
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
CHANGE CHANGE
@RandyPennington
Perspective Matters
We must change:
- our thinking- the conversation- the consequences
@RandyPennington
If you want things to be better, they have to be different.
If you want things to be different, they have to change.
@RandyPennington
GENERATE URGENCY
@RandyPennington
The ability to change is based on readiness. Intellectual understanding does not ensure
emotional readiness.
@RandyPennington
The truth about change
People change for two reasons• Crisis pushes us to change
• Opportunity pulls us to change
@RandyPennington
What’s on top of your refrigerator?
Cookies or Brussels Sprouts?
@RandyPennington
USE RESISTANCE ASYOUR FRIEND
@RandyPennington
Four PotentialResponses to Change
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The assumption:People want to do a great job and
deliver service that helps the customers we serve.
@RandyPennington
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
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
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
For resources go to www.penningtongroup.com/make-change-work/
GO FIRST
@RandyPennington
The present should be guided more by the future than the past.
@RandyPennington
Make Change Work®
Video Series
1. Dodo’s and Coyote’s - Only the Nimble Survive
2. The New Realities of Change3. What Change Leaders Do4. Achieving Buy-In for Change: Part
15. Achieving Buy-in for Change: Part
26. Use Resistance as Your Friend-
Leader7. When Change Isn’t a Choice-
Leader8. Building and Sustaining a Nimble
C l
Manager’s Edition: Accountability
Accountability Video Series
1. What is Accountability?2. How to be Accountable3. Getting Started on
Accountability4. Transforming into a Culture of
Accountability5. Leading Accountable Teams
Try out these video lessons and more!
Let us know through the poll if you’d like a free trial of BizLibrary’s online course collection.
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