2 What Change? Why do we need to change? The present state The desired stateHow will you monitor?
3 Why Change? Things are good now It’s too much trouble We’ve always done it this wayPeople might not want to changeMy friends will think I’m weirdThey aren’t feeling the “pain”
4 The Vision A picture in your mind of the future SimpleUnderstandableDesirableAttainableRealisticFocusedYou’ll never get there if you don’t know where you are goingPlan the course
5 The Plan Define the change Players / Roles Sponsors Communication RewardsResistance strategiesActions / StepsMonitoring and tracking
6 It Takes a Team The Agent The Dreamer The Sponsor The Organizer The CheerleaderCo-Conspirators
7 Tell Everyone A simple message to share the vision Say it more than one waySay it over and over and over and overWalk the talkListenLet them know they are part of the vision
8 Rewards Reward behavior that helps the change Change what people are rewarded forMake rewards meaningfulReward frequentlyReward small accomplishments
9 Resistance to major change is inevitable It does not matter whether the change is perceived as positive or negative.Resistance to major change is inevitable
10 The Barriers No need for change The Status Quo / Inertia It’s overwhelmingNot my problemUncertaintyManagement EgoCompliance vs commitmentThe “Black Hole”
11 Break On Through We CAN do it! Explain in context Listen Admit negatives along with positivesReinforce progressSmall stepsEmpowerment
12 Small Steps Plan is a series of small steps Steps understood Steps achievableSteps show progressKnow when a step is completeReward results
13 Small “Wins” Along the Way Build small successes into your planStay motivatedGet / keep supportShow staff they can do itShow critics they were wrongTune the plan
14 Look Back, Look Ahead, Keep Working See how far you’ve comeStill on the right track?Is the destination still right?Tune the planCan’t coast, you aren’t done yet!
15 Know when you’re there Recognize the goal Proclaim victory Celebrate the changeThank all participantsPut sustaining organization in place
16 It’s A New World, Baby! Make your change part of the “culture” Build the support structureWill your work stay in place when the team disperses?
17 Review Define the change – now, vision, why Players / Roles – understand the teamSponsors – critically importantCommunication – frequent, variedRewards – reward small winsResistance strategies – expect itActions / Steps – small stepsMonitoring and tracking – know when you are making progressInstitutionalize – make it stick
18 Leave your footprints in the sands of time. “You can't make footprints in the sands of time if you're sitting on your butt...And who wants to make buttprints in the sands of time?” (Bob Moawad)