Presentation on theme: "Leading Change From Resistance to transformation ……………………... Facilitated By Dr. John Izzo “ The only one who likes to change is a wet baby.” --Roger Von."— Presentation transcript:
Leading Change From Resistance to transformation ……………………... Facilitated By Dr. John Izzo “ The only one who likes to change is a wet baby.” --Roger Von Oeck
Ever feel like this?
“Change is the new core competence” “Almost anyone can deal with change but only the truly brave can endure suspense.” -- William Bridges “When you come to a fork in the road, take it.” --Yogi Berra
The Capacity to Change is Now Core Competence
Boomers & Retirement 86% expect to be more active 84% retirement to be very different 70% plan to work past “retirement” age Boomers say old age begins at “80” Distance between their real age and perceived age is growing More than 50% exercise regularly New hobbies and multiple interests are key to boomer happiness Re-winding not “winding down” Del Webb Study, 2010
Your Brain On Change Hard wired for routine but excited by change Brain is a hypothesis testing organism We don’t resist change, we resist breaking up current habits
People resist change…. therefore, the role of leaders is to push people since they would otherwise resist. True or False
People don’t resist change, they resist change for which they see no purpose and in which they feel uninvolved. SO…when people see what is in it for them & feel involved, execution of rapid change becomes the norm. Actually...
What People Need from Leaders in Change / Transition? –Communicate relentlessly –Listen (and don’t judge-YES BUT) –Articulate expectations –Be visible –Make room for doubts & skeptics –Don’t dismiss the old –Trust people to handle the truth –Position change by connecting to existing values –Leaders who are NOT in touch with their own transition will get in the way of others in transition
Three Critical Questions for Leaders During Uncertainty What is changing? What is the need for change—make the case What will actually be eifferent? How do we need people to change?
Times of Change Require Collaboration & Divergent Thinking
What kind of leadership culture takes us to GREAT?
“The future will be lead by rogue employees & disgruntled customers” Tom Peters
When you find yourself in a crisis the first thing is…
Navigating Change Requires A Tolerance for Failure
Why SONY Missed the Digital Revolution?
Change or Die?
Changing Behavior Social support matters—a LOT Support matters more if you are in the wrong gang People change they are NOT changed—Red Button
Changing Behavior You CAN’T change anyone else Instant Influence—People change they are NOT changed—Red Button How we try to “change” people may be counterproductive
Changing Behavior The Questions What do YOU want to change? How motivated are you 1-10 to change? Why did you not give it a lower number? What would be the benefit to you if you made these changes? What is the next step you are willing to do right now?
Make Change the Path of Least Resistance
“May you live in a time of transition.” Ancient Chinese Curse
“If you projected me out fifty years and we had neither blown ourselves up or destroyed the environment beyond repair, I am very optimistic about the future of human evolution” - Carl Sagan
What I learned on a rowing trip…
Dr. John Izzo Improving the Quality of Work & Life Follow My Blog Sign up for Twitter DrJohnIzzo