Quiz 3 Flashcards
four behaviors that stop the launch of needed change,
complacency
immobilization
you cant make me move deviance
pessimistic attitude and hesitation
what are some
attributes of See-Feel-Change for creating urgency
help people see concrete, visual information dramatic offerings real problem from customer viewpoints info that hits emotions emotions of large numbers of people opportunity to reduce pride without intervention or threats
why is jumping to vision as the first
step a mistake
the right one is too complex to create alone. First urgency needs to be created and then a team to address the urgencies correctly must be created to find the vision
why is generating crises to trigger urgency problematic
people get into fight or flight, put out a fire, then go back to complacency to save themselves. fear is not a long term motivator, it induces self-preservation and selfishness rather than big picture problem solving
can people with
less power create urgency
yes
does change have to be expensive
no, everyday items can be creatively used to show crises and create urgency for change
Videotape of the Angry
Customer lessons
present urgency proof in a safe environment, reduces fear and self preservation, ego
sometimes people are unaware they arent listening to concerns
provide undeniable concrete evidence
Gloves in the Boardroom lessons
you dont need power to show people in power things need to change
research and evidence are more powerful than fear and threats
touch and appeal to feelings but in a way that doesnt induce fear or anger
CEO Portraits lessons
focus needs to be on the things the company stands for now and is doing well, not the past achievements
the weve always done it this way gets tiring and exhausting and more people are welcoming of new direction
past accomplishments are meaningless if the company is not focused on changing itself and its customers for the better
2
2
8 steps for successful change
Increase Urgency Build the guiding team get the vision right communicate for buy in empower action create short term wins dont let up make change stick
Why does this step come second
urgency creates more feelings of helpfulness in people and want to provide leadership to change
the challenge is getting the right people in place regardless of how many want to help
why do you need a team and not have an individual run it
especially in mergers, one person cannot have the knowledge and skill to understand the workings of all aspects of business. a knowledgeable team needs to be assembled and be experts in their fields and in working together and communicating to provide synergy to solve problems
what are some characteristics of members on the Guiding Team
it had the right people
-skills, leader capacity, org credibility, connections
demonstrates teamwork
-not leaving political structures in place, not using old boys or way its always been done
how do you build
teamwork
with a guiding force that attacks issues and talks about how to resolve them instead of being polite or avoiding them
all members act together and focus on the tasks at hand rather than personal or divisional gains to hold more power
the role of the guiding coalition
multiple levels of driving teams
confronting issues and developing ways to resolve them
taking responsibility for change and not dropping it on someone else
how do you build trust on the team
being honest and letting people know your true motivations in what is to be accomplished rather than being polite and avoiding stepping on toes
what is the problem with inefficient meetings,
they generate frustration and lack of interest in attendance or getting anything done, those in charge the meetings lose credibility for not getting anything done
how do you run an efficient meeting
run one topic per meeting, do homework on topics before attending meetings, make clear next steps, put credible people in charge, demonstrate the power of an effective meeting rather than wait for people to make up their minds on topics
blues versus greens lessons
one person cant fix everything or know everything
getting a mediator in to construct a polite discussion of differences is the key in getting over roadblock
letting differences and opinions out of the bottle helps create discussions of how to fix it and integrate parties to become a synergistic team
the new and more diverse team lessons
larger teams are becoming the way to go as more perspective and experiences generate more ideas and discussions
people from different levels need to be included to get a full company picture
Team Pattern - 1 person finds urgency and selects a team, the right combo of people are found, team is created and governed from additions and subtractions
additional groups form at different levels
people at different levels and different experience areas are needed to stay relevant and avoid conflict
meetings down under lessons
make your meetings functional and interesting, not a product of history and the old ways. try not to step around the boss, step up and get things moving if you can, again, one person cannot lead change alone and a team has to be developed even to run meetings, continue to focus on urgency
3
3
Why are visions necessary in large scale changes
they bring in imaginations and more abstract ideas of how things need to change to make it happen outside of numbers
it also allows visualization of the scale and importance each change needs to be to meet that goal, it helps eliminate ideas too big, too small, or dont make sense
how do you paint possible futures
“What would we look like?” “What would be our number one product or service?” “Where might we be located?” “What kind of people would we have?” “What would our ads look like?” “What demands would customers make on us?” “What would we do to respond to those demands?” “What might the plants and offices look like?” “What would we have to do especially well?” “How do we feel about this?”
what are the four elements that direct action in large scale change
budget
plan
strategy
vision
what are the problems with cost cutting visions versus service oriented ones,
cost cutting generates fear of salary or job losses and can a slippery slope of slashing for short term results rather than sustainable ones. service oriented cost reductions focus on serving the people in the organization and outside of it by developing new ways of doing things and improvements in both staffing and technology. Better service often leads to more efficiency and in businesses lower costs and more money
how do you use bold strategies
make clear priorities and how they will be implemented but also make sure you have the support of the team and direct leads in order to get things moving
large changes may take some time but with the right visualizations people will eventually learn to improve and meet the standards of the strategies in their own ways
do not micromanage
what should be the pace of change
as fast as realistic but enough to keep people moving. do not take so long that people get used to inefficiencies, do the best you can to fix the issues as fast as they pop up
what are some attributes of a good vision
clear enough to be articulated in one minute or one page
moving and appeal to peoples senses
bold enough to make the visions a reality and motivate people
pay attention to how quickly to introduce the change in order to remove inefficiency and keep things moving in the right way
painting pictures of the future lessons
numbers are not always the best way to depict the future. numbers and graphs show important data, but not when trying to decide a possible future with many options. It is better to brainstorm and take time to flesh out each idea enough to see what is needed or what isnt probable to happen in order to reach the goal for the change or crisis in the future
costs versus service lessons
people do like helping others, and if that is the core focus bad behaviors and inefficient habits gradually become targeted and removed, and better service is achieved. do not implement cost cutting, because it will generate fear and anger that will distance members of the team into self preservation
the plane will not move lessons
the credibility of a leader is important to developing a team behind him that will begin to support and implement the changes to make things better even if they may cause an upset at the start. good evidence like a massive airplane not moving until it was completed helped everyone vision the the kind of disaster would occur if things were not changed to improve both quality and performance within the business.
