Change Management: Effectively Leading in Times of Change Presented by Andrew Sanderbeck Managing Partner, People~Connect Institute St. Petersburg, Florida For the Members of the Florida Library Association

Getting Focused Begin With the End in Mind Stephen Covey – Habit #2 With regards to Leading Change, what do you want to learn in this seminar? If we talk about nothing else today…I hope we talk about ______________.

4 Stages of Coping With Change 1. Denial 2. Anger and Resistance 3. Exploration and Acceptance 4. Commitment

Creating an Organizational Change Resistance Plan Identify what change resistance might look like and where it is likely to come from Identify what change resistance might look like and where it is likely to come from Typically, we know from previous experience where the resistance will come from Typically, we know from previous experience where the resistance will come from Develop a set of actions you can take to answer the objections before they manifest and impact desired change outcomes Develop a set of actions you can take to answer the objections before they manifest and impact desired change outcomes Identify who will be involved in the change resistance team Identify who will be involved in the change resistance team

Dynamics of Change Employees Feel Awkward, ill at ease and self- conscious Employees Focus on what they have to give-up or have lost Employees believe they are alone in the change Employees do not know how to handle the emotional side of change Employee need their leadership to have a Plan Employees need training and resources If the change is not consistently enforced, employees will revert to their old behaviors

Talk About Change -- Consistently A Change Exercise!!! CE _______________ HG_______________ AN_______________ NA_______________ GH_______________ EC_______________

A Model for Leading Change Primary Sponsor (Leads/Authorizes) Primary Sponsor (Leads/Authorizes) Behavior of Managers and Supervisors (Committed or Resistant) Behavior of Managers and Supervisors (Committed or Resistant) Behavior of Staff (Upward Communication from Staff to Manager to Sponsor) Behavior of Staff (Upward Communication from Staff to Manager to Sponsor)

Leading Change: Communication Plan Targeted to each audience Targeted to each audience What they care about and need to know What they care about and need to know The right messages The right messages At the right time At the right time In the right format/channel In the right format/channel From the right person From the right person

Proven Project Management Processes Action Plans - Small Scale Planning Action Plans - Small Scale Planning Gantt Charts Gantt Charts CPA (Critical Path Analysis) CPA (Critical Path Analysis) &

Leading Change…from any Position in Your Library 1. Create tomorrow, don’t maintain yesterday 2. Challenges as Opportunities 3. Be willing to risk 4. Successes and opportunities vs. problems 5. Use resources wisely 6. Imagine new possibilities 7. Take action today

Time to Take Action!! Three Questions to End Our Session What was the most meaningful thing you learned in this program? What was the most meaningful thing you learned in this program? What specific idea will you apply as a result of this program? What specific idea will you apply as a result of this program? How will your job be easier or better as a result of this program? How will your job be easier or better as a result of this program?

That’s All Folks! Thank You For Attending This Session! Contact Andrew for Training Programs for Your Management and Staff! Andrew’s New Audio’s are available for purchase after this session!