1. Leadership from Within Change Presented by Nancy Wallis April 10, 2012

2. Presencing tonight… Low HighAGREEMENT HighLow CERTAINTY PUZZLES COMPLICATED PUZZLES PROBLEMS WICKED PROBLEMS

3. Low HighAGREEMENT HighLow CERTAINTY MAINTAINING CONTINUOUSLY IMPROVING INNOVATING TRANSFORMING ( eliminating errors + problems ) ( anything better ) (any stepped change ) ( start again, try anything new )

4. (Patton, 2011) Complexity Diagram

5. Shifting our awareness “Problems cannot be solved by the same level of thinking that created them.” "The intuitive mind is a sacred gift and the rational mind is a faithful servant. We have created a society that honors the servant and has forgotten the gift.” -- Albert Einstein

6. “In the middle of difficulty lies opportunity.”

7. 3 Movements of the U Downloading Observe, observe, observe Retreat and reflect: Allow the inner knowing to emerge Act in an instant Open Mind

8. Increase urgency Build the guiding team Get the vision right Communicate for buy-in Empower action Create short-term wins Don’t let up Make change stick Kotter’s 8 Steps for Change

9. Incorporating the eight steps into change management planning will facilitate stakeholder movement up the commitment curve Time Commitment Low Awareness Have heard of the project and are aware of the basic scope Understanding Have understanding of the impacts and benefits Acceptance Are receptive to implementing changes Engagement Are actively involved in and contribute to project activities Ownership Acknowledge that the project belongs to them and create ways to use and improve it Effort High Low Create a climate for change Engage and enable the organization Implement and sustain the change High Status QuoVision Throughout implementation, stakeholders will fall within different stages of the commitment curve. Building a tactical plan to move stakeholders along the stages of the commitment curve will increase adoption rates and timing.

10. 4Q111Q122Q123Q124Q121Q132Q133Q134Q131Q142Q143Q14 Key Messages defined Impact Analyses Needs Assessment Engage the right leaders, resistors, mavens and early adopters per the project plan (see Kotter model) CM - Communications Work Stream CM - Training Work Stream CM - Engagement Work Stream Leader Agility Training EE Agility Training Targeted Leader Training Communications Toolkit Message to Targets through vehicles at the right time - REPEAT Benchmark Engagement Benchmark Culture Transformation Timeline ERPXYZ

11. Confronting Resistance to Change

12. Theory U suspending redirecting letting go Seeing with fresh eyes Sensing from the field Prototyping the new by linking head, heart, hand Crystallizing vision and intention embodying enacting letting come Presencing connecting to Source: places and practices of stillness and presence Downloading past patterns Who is my Self? What is my Work? Performing by operating from the whole VoF Open Will VoC Open Heart VoJ Open Mind Access your: Leading from the Highest Future Possibility

13. “What a great Renaissance we’re having!”

14. U Process: 1 Process, 5 Stages 1. Co-initiating: uncover common intent stop and listen to others and to what life calls you to do 2. Co-sensing: observe, observe, observe go to the places of most potential and listen with your mind and heart wide open 5. Co-evolving: embody the new in ecosystems hold the space that connects people across boundaries and facilitate acting from the emerging whole 4. Co-creating: prototype the new in living examples to explore the future by doing 3. Co-Presencing: connect to the source of inspiration and will go to the place of silence and connect to the future that wants to emerge through you

15. Table conversations

16. Our Intention Adapted from Rainer Maria Rilke