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.
4
4
why is communicate for buy-in important
to get as many people acting to make the vision a reality as possible, it conveys the vision to the entire organization rather than the whole effort being confined to the team
why is communication not data transfer
communication addresses more than just the questions and answers, it also appeals to senses and feelings that addresses fears, anxiety, calms anger and shows the idea and what is being said is credible and there is faith in the vision
how do you prepare for communicating
write down anticipated questions and practice answering them, study the change and know its attributes, know the company and the direction it is heading
importance of your own self confidence and faith in the vision
shows that you care about the change, how the change will affect workers, shows you have faith in the processes, the ideas are clear and concise and not thrown together
problem with stuffed communication channel
information is lost, it contains mostly irrelevant information,
importance of matching words with deeds
doing as you say is a powerful visual for change and vision, not doing as you says breeds cynicism and doubt
why is there a mismatch between words and deeds
normally you dont notice the mismatch, you see the mismatch but underestimate it and do not give it enough attention, you see the answer and you do not like it - they are easy to overlook and avoid
role of new technologies
to help people see the vision in a easier way with more visuals to be more compelling
whats works in the communication process
keep comms simple and heartfelt, do homework and know the subjects to come off as clear and confident, speak to anxiety and fear to address issues, clear communication clutter, use new tech to help people see the vision with aids
what doesnt work in the communication process
under communicating, speaking only to transmit data, not walking the talk
preparing for Q&A lessons
prepare for anticipated questions, practice responses like a play. quick and concise response shows confidence and control and ability to lead changes without chaos. a good Q&A will show people you care as well as address issues
nuking the executive floor lessons
walk the talk, do as you say you will do and get what is needed to follow through moving to avoid doubt or cynicism. extravagance during budget cuts undermines the whole idea.
screen saver lessons
when implementing new tech and reinforcing the vision use visuals that are simple and non intrusive that reinforce goals and get people talking about how to reach the goal
5
5
importance of empowering action
removing barriers encourages people to step up and change and keeps enthusiasm in enacting the change high and tackling more barriers rather than stepping around them or avoiding them
what is empowerment
removing barriers and giving people the right tools to improve change and how it is enacted
barriers to empowerment
boss system the mind information doing everything at once
pace of removing barriers
as fast as can be done well - few days few months, as long as the outcome meets the goals and is done in a realistic manner
when do people feel empowered
when barriers are removed and people are given the tools and encouragement to change - find those with experience to lead, recognition systems that inspire, retooling barriers or obstacles to become invaluable
what works to empower action
removing barriers, encouraging brainstorming, showing proof of success, healthy competition, a chance to speak up and be heard - ignoring those that disempower, removing all barriers at once, giving into fear and pessimism
what doesnt work for empowering action
giving people power and responsibility without guidance. people need to be led to success and given the right time and tools to generate it, not given it and forgotten about with high expectations
retooling the boss lessons
stubborn people will be reluctant to change, so finding the right authority or person to help them move on and become open minded is the right move to help them and the company, rather than just outright fire them for impeding progress, they might become even better than they ever were once they embrace the change - lack of information on customer needs
worldwide competition lessons
getting creative and making a fun competition to get people working hard at new ideas can be a better motivator than asking for 50 percent - get it done. it can also be a way to show people that the things management sees can be done but lower level employees don’t or don’t want to - lack of information on 50 percent improvements
i survived lessons
when big changes comes and people are fighting within, bring in credible sources to calm the sides. having someone who has gone through changes and made it out can be a confidence inspiring force and get people to band together to make things happen but also reduce feelings of fear or anger - lack of information on successful change
making movies on the factory floor lessons
when normal feedback and empowerment sessions fail, try a more visual way to generate ideas. when people stop using meetings to brainstorm and complain instead, things need to change. use the workers themselves to identify annoyance or hindrance that can make their lives easier and the job more efficient
6
6
why is creating short term wins important - see below too
keeping wins timely, visible and meaningful show people that progress is still being made and change efforts can keep their momentum
achieve a clear success in less than a year
the importance of focus in choosing projects for easy wins
- wins provide feedback to change leaders about the validity of vision and strategy
- wins give those working hard to achieve a vision a pat on the back and emotional uplift
- wins build faith in the effort, attracting those who are not yet actively helping
- wins take away power from cynics
- more is achieved quickly
criteria for good choice of projects and order of the wins
most visible, fast, concrete, emotionally appealing, cheap and easy
importance of not stretching the truth
it harms credibility and destroys momentum in the change, leading people to forget and disregard about the change or project so much so that if it ever is completed many will not care or not trust the change at all
creating the new navy lessons
there may be multiple options that appear as a good visible short term win, but one that most people can connect to and provide an actual measurable outcome should be pursued in order to bolster enthusiasm and keep people working
the senator owned a trucking co. lessons
provide a meaningful change even if those who are asking for it do not see the big picture. finding a small win can help those who are opposing to see that things are possible to change and doing something to help someone with influence can build a lot of momentum very quickly
7
7
why is dont let up important
it keep enthusiasm high and the mission moving, keeps sense of urgency up and keeps people moving toward completion
what do you do in dont let up
eliminate unnecessary and exhausting and demoralizing work to keep momentum and enthusiasm high, and do not declare victory prematurely
importance of jettisoning old work
frees up time to do actual important work better, and throw your ego aside to give people the projects they can do better. get rid of everything that is of habit or old ways or builds ego or you cannot do effectively, give the work to others if needed to focus on things you can do well
importance of rejuvenation
it helps keep moral and work ethic high by not being dragged down by things that used to matter and no longer do within the workplace and jobs. revising the work day helps build efficiency and keep the company moving alone as best as possible towards the changes intended
change is ongoing
change is iterative and things can always been improved in regards to work, efficiency, morale, community, continue to look for change and ways to keep urgency and motivation high
PE Ratios lessons
short term success can make people complacent or in the attitude of were the best nothing can touch us. keeping people pushing for the next goal is a necessity to keep the vision alive and reach the large scale goal, try new comparisons to keep people moving and realizing they haven’t met the goal yet
Merchant of fear lessons
to break down barriers and siloing and people that dont want to change or have unhelpful personalities, creating an opportunity to have more power over the silos and creatively explore ways to break down barriers and meet goals can be useful. attacking politics and silos in order to keep moving forward and prevent bad behaviors that create barriers
the street lessons
create environments that allow all worker types to mingle and get to know each other and bolster the community feeling within the workplace so that people can be happy and remove stereotypes invest in the people making change happen so that they feel appreciated and like the work they have done made a difference and has purpose
8
8
important of making change stick
change is fragile and can easily be reverted even one person can revert big and positive changes back to the old ways to make it comfortable
role of employee orientation
to get employees adjusted to the culture and to build community to help departments work well together to prevent siloing and reduce time and costs for projects and build a more effective organization, to get people to think how better communication will result in better work progress and products
attributes of a good orientation
- introduces new and better ways of operating
- relies heavily on video and visual aids, see employees in the work environment and telling stories about what they are doing and successes and failures
- use abstract ways to convey what is discussed in an abstract way, make it a memorable event to make something that employees will continue to remember instead of brushing it off as typical day 1
- show core values of the business with credible sources to convey culture like a customer heartfelt message or success story
role and importance of promotions
the right people promoted to the right positions can make changes stronger and those people can help produce and keep culture strong and new to promote further flexibility and change, those who have absorbed the new culture make it stronger
role of emotions
emotions convey the level of care and change that the business has done and its core values. instilling existing or new values in people is very effectively done when appealing to emotions and uplifting spirits to help them adapt to the new organization or new visions and changes implemented.
why is making culture stick the last step
behaviors and new norms cannot be instilled until the work is being implemented and people have emotionally accepted the changes and have begun to incorporate it in the business and themselves, it only shows and sticks when it has been shown to be effective over a period of time, do not shift behaviors too early, it takes a long time
the boss went to switzerland lessons
even building an organization that runs well can be uprooted by someone with enough power who wants things to be different regardless of the number of people that support the new change, change needs to be instilled in key people in all levels of the organization regardless of power level in order to keep changes on track and have the entire organization supporting the changes. change needs to be instilled in culture and go deeper to remove the old ways
promoting the thirty something lessons
By putting into positions of power people who have absorbed a new culture, you create an increasingly solid and stable foundation. As long as they are not disliked, which creates anger, any new hire or boss who fits the new norms can help. But promotions into senior managerial jobs help the most because of the power and visibility of those positions.
a norm of right promotions lead to better decision making and better success and established norms
