Intentional Leadership “The conscious effort to choose and create specific, observable characteristics within yourself, your team, and your organization.”

The Three Levels of Intentional Leadership Leading Organizations Leading Others Leading Self

ILEAD and Executive MBA Leading Organizations Organizational Change Model Leading Others Leading Self Personal Change Model Individual Development Process

Personal and Organizational Change David Knipping Sept. 14, 2017 © 2017 David Knipping

Change The planned loss of efficiency for a greater gain or avoidance of pain Personal, Team, and Organizational Change is one of the most difficult challenges that leaders face © 2017 David Knipping

Arm Exercise We are creatures of efficiency “The brain is always trying to automate things and to create habits, which it imbues with feelings of pleasure. Holding to the tried and true gives us a feeling of security, safety, and competence while at the same time reducing our fear of the future and of failure.” Gerhard Roth – University of Bremen © 2017 David Knipping

Why is Change Difficult? What people often resist the most is giving up something that makes them comfortable such as: Current Routine Control Competence Identity Working Relationships Expert Status Sense of Direction Sense of Security © 2017 David Knipping

Reading Activity: Review “Managing Transitions” reading assignment What were your top takeaways from this reading? How do you get yourself through the Neutral Zone”? Find another partner in the room and exchange your thoughts.

William Bridges – Managing Transitions The Neutral Zone New Beginnings The Neutral Zone Ending, Letting Go

Personal Change is Comprised of Four Stages Denial Commitment Resistance Exploration © 2017 David Knipping

Stages Can Be Identified By What The Person Says External Focus Denial Commitment “They won’t actually change anything” “They’ve never done it that way before” “They’ve been talking about this for years” “We are prepared for any outcome” “We are headed in the right direction” “We can do this” Past Future Resistance Exploration “I like the old way of doing things” “I can’t deal with not knowing why” “I’m going to do something else” “What will change for me?” “Will I be impacted?” “Do I want to be part of this?” Focus On Self © 2017 David Knipping

Personal Change Activity Think back to the last major change in your life, either work or personal life related. Briefly describe the following: What did you have to give up? What signs of denial did you experience? What signs of resistance did you experience? How did you begin to explore new possibilities? How did you eventually show commitment? © 2017 David Knipping

What Can Management Do? During Denial Praise them for past contributions Sell the need for and the value of change Let workers understand that the change is inevitable Allow ideas to sink in During Resistance Hear them out and recognize their anger, pain and perceived losses Don’t invalidate or try talk them out of their feelings Be in constant communication Demonstrate to employees that they still belong Encourage discussion on ways to solve the perceived problems with the change

What Can Management Do? During Exploration Provide direction Encourage people to be creative Inspire collaboration and teamwork Offer training and support Establish short-term goals for workers During Commitment Acknowledging their efforts Applauding accomplishments Developing plans and long-term goals Providing training and tools to reinforce new behavior patterns Preparing employees for potential future changes

QUIZ QUESTION What Should You Do When Someone Moves Into Resistance?

Organizational Change

Our Iceberg is Melting: Team Questions What was your overall impression of this metaphorical story? What resonated with you? What things you have seen before in your work place. What did you think of the actions they took to implement the change?

Organizational Inertia Only 25% of organizational change efforts succeed – Forbes 2014 © 2017 David Knipping

Three common Reasons for Organizational Change Failures 1 Lack Of A Clear Future State Poor Explanation Of Why The Decision Was Made Insufficient Information About What Is Changing For Each Individual 2 3

Organizational Change Model 2 3 1

Potential Elements of the Organizational Change Model Statistics Business Rationale Industry Influences Competitive Analyses Performance Metrics External Reasons Job Execution Changes Communication Plans Job Content Changes Organizational Structure Changes Training Plans Project Plans

Organization Change Activity Think of an organizational change process you have been part of in your career, ideally within the past five years. Analyze the four key elements below with regard to that process: What was the current state of the organization (what were the strengths and weaknesses of the org and how were people made aware?) What was the desired future state? (Was the goal/vision clear?) What was the rationale for the change? (what facts and data were shared with employees that made the need for change clear to everyone?) What were employees asked to do differently? (What was each employee going to have to do differently to make the organizational change succeed?)

Org Change Drives Personal Change 2 

The Marathon Effect

Future Focus Think of a personal or organizational change you are or will be going through in the future. What can you do to increase the likelihood of success? What will you need to give up as a results of this change? Create an an action plan.

Check out of your room before 12pm tomorrow - Before morning class - During lunch at 11:30