1. The Third Leadership Skill Col Harry LeBoeuf, USAF (ret)

2. Adapt

5. I’ve had worse jobs than these! A) True B) False

6. Change Leader’s Mindset

7. Do you like Change? A) Yes B) No

8. Do your people like Change? A) Yes B) No

9. Change Leaders Mindset 1.Change is here to stay. 2.If it ain’t broke – break it! 3.No news is not good news during change.

10. 4.Change is a personal issue, not an intellectual issue. 5.People do not fear change, but the loss associated with the change. 6.It’s impossible to work out all the details before a change initiative. Change Leaders Mindset

11. 7.It’s impossible to keep everybody happy during changes. 8.We must remember the most adaptable survive. 9.Our job is to make the changes work. Change Leaders Mindset

12. 3 Reasons Why Organizations Fail Inability or unwillingness to: 1.Reject conventional wisdom. 2.Embrace unconventional realities. 3.Transform systems, practices, and procedures.

13. Of the three below, I most fear my organization’s inability or unwillingness to: A) Reject conventional wisdom B) Embrace unconventional realities C) Transform systems, practices, or procedures

14. How to Catch a Monkey

15. Change Readiness Scale You 1234567 Team 1234567 Front-line 1234567 Willingness to Change (Attitude) Low High You 1234567 Team 1234567 Front-line 1234567 HighLow Ability to Change (Skill)

16. “But the core of the matter (leading change) is always about changing behavior of people, and behavior change happens in highly successful situations mostly by speaking to people’s feelings.” John Kotter, Author Leading Change and The Heart of Change

17. Leading Change Model

18. Change Event PositiveNegative

19. Change Event Positive Stage 1: Excitement Reinforce the idea Prepare for hurdles

20. Change Event Positive Stage 1: Excitement Stage 2: Doubt “OK” the feelings Provide direction

21. Change Event Positive Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Acknowledge progress Provide support

22. Change Event Positive Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Stage 4: Commitment Celebrate success Recognize growth Prepare for next change

23. Change Event PositiveNegative Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Stage 4: Commitment Stage 1: Denial Ask “What Hurts”? (Re)confirm the change

24. Change Event PositiveNegative Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Stage 4: Commitment Stage 1: Denial Stage 2: Resistance Let them vent Encourage attempts

25. Change Event PositiveNegative Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Stage 4: Commitment Stage 1: Denial Stage 2: Resistance Stage 3: Acceptance Catch them doing it right Tolerate mistakes Set short-term goals

26. Change Event PositiveNegative Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Stage 4: Commitment Stage 1: Denial Stage 2: Resistance Stage 3: Acceptance Stage 4: Commitment Celebrate success Recognize growth Prepare for next change

27. Change Event PositiveNegative Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Stage 4: Commitment Change Event Stage 1: Denial Stage 2: Resistance Stage 3: Acceptance Stage 4: Commitment

28. 1.Mark the passage of the old ways. Remember the glory of the past, but promise a better future. Celebrate the new way through stories, and heroes, successes. 2.Establish a sense of urgency. Avoid analysis paralysis. Ten Keys to Leading Transformational Change

29. 3.Go where the energy is. Find groups already moving in the right direction. Make them your heroes. 4.Create risk-taking teams. Be tolerant of mistakes but intolerant of inactio n Ten Keys to Leading Transformational Change

30. 5.Transfer ownership for success. Emancipate – don’t abdicate. 6.Create positive momentum through quick successes. Aggressively go for the low-hanging fruit. When successful, transfer that energy to tougher challenges. Ten Keys to Leading Transformational Change

31. 7.Re-recruit your peak performers. Don’t ignore or overload your best people. Remind and reinforce their value to your organization 8.Champion your purpose. Justify the struggle. Find a thousand ways to say the same thing. Ten Keys to Leading Transformational Change

32. 9.Focus on results – not overcoming resistance. Remember that results beget results beget results… 10.Keep your perspective. Maintain your humor and joy. Remember – even God cannot please everybody. Ten Keys to Leading Transformational Change

33. My Action Plan List 2-3 actions to take your Adapting To a Higher Level

34. Develop

35. Two Keys to Developing Your Team 1.Training: develop competencies 2.Coaching: develop confidence

36. Do you feel adequately trained for your present position? A) Yes B) No

37. 3 Steps to Effective Training Step 1: Assess the Need Step 2: Choose the Training Option Step 3: Measure the Results

38. Remember: training is only appropriate if an employee needs a specific Skill, Knowledge, or Attitude that he/she does not currently possess to successfully fulfill their role.

39. Two Keys to Developing Your Team 1.Training: develop competencies 2.Coaching: develop confidence

40. What is Leadership Coaching? Equips people with the SKA to develop themselves. Process – not an event. Something you do with them – not to them. Not about “fixing” people – it’s about unleashing potential. Two-way relationship – not a one-way event. Mindset and approach for improvement.

41. Do you see an advantage to coaching your people? A) Yes B) No

42. My Action Plan List 2-3 actions to take your Developing To a Higher Level.

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