EMBRACING change V. Vanessa Williams

NO!

WE DON’T HAVE THE RESOURCES we’ve done it before IT’S NOT OUR PROBLEM it’s not our job NO ONE ELSE IS DOING IT it’s not in the budget IT’S POLITICAL now is not a good time IT’S NOT IN THE MISSION

ONE REASON PEOPLE RESIST CHANGE IS BECAUSE THEY FOCUS ON WHAT THEY HAVE TO GIVE UP, INSTEAD OF WHAT THEY HAVE TO GAIN.

REDUCE THE NOISE - HOW BIG A CHANGE IS THIS REALLY? things we USED to be able to do and still CAN things we COULDN’T do before and STILL can’t now things we USED to be able to do but CAN’T now things we COULDn’T do before but CAN now

Only 49% of employees trust senior management. Only 28% of employees feel CEO is credible source of information. (Source, FranklinCovey)

I was born not knowing and have had only a little time to change that here and there. Richard Feynman

There is a big difference between leading a parade and getting run out of town Mark Murphy

I listened for what “wasn’t said” and allowed others to get “inside and get to know me’.

Companies whose employees praise the high levels of trust in their workplace are among the highest performers, beating the average annualized returns of the S&P 500 by a factor of three. Amy Lyman

That was not good enough. I don’t have all the answers. I’d really like your perspective on this. You don’t get it, do you? What would you like to know more about?

Criticizing work, highly judgmental Appreciating work, highly supportive Deficit, not good enough Strength, bring talent to bear

3 Principles About Change Management Help employees understand how they fit in. 1 3 Principles About Change Management 2 Improve the flow and frequency of communications. 3 Close the gap between senior leaders and employees.

As we look deeply within, we understand our perfect balance As we look deeply within, we understand our perfect balance. There is no fear of the cycle of birth, life and death. For when you stand in the present moment, you are timeless. Rodney Yee

I shifted from it being about me to it being about the team and the team’s success in everything we do.

The truth does not change according to our ability to stomach it. Flannery O’Connor

I had to be engaged and I had to ‘know where I was going’.

A small team of trusted advisors, experts, and friends centered around the goal of finding the best solutions for my future.

As in any change management project, you need clarity around the common goal.

The other key step is to have a great team, and to be clear, honest, and open to the ideas of others.

75% of change initiatives fail often because the people aspect is overlooked or mismanaged. (Source, PricewaterhouseCoopers)

Essentials for Managing Change Know where you are going – have a clear vision and be able to communicate it. 1 Do your homework – take the time to understand the complexities and tensions of the organization and be aware of the sources of power and authority. Trust is key. 2 Don’t give up – change does not happen overnight and most people know that. Move others with you – don’t pull them along. 3

Essentials for Managing Change Learn to say no. Keep asking tough, deep, questions to help people think, don’t let them off easy by telling them what to do! 4 Be open – leverage a broad set of ideas by bringing together a diverse set of individuals. Accept that you can’t know everything. 5 6 Expand your definition of success.

The power of compassion…that translates to engagement.

It also taught me to avoid, as John Gardner calls it the “war of the parts against the whole.”

Courage requires vulnerability.

Aa leader, a significant amount of what happens in your organization comes from others imitating you.

What we each have to decide is – how prepared are we and what role do we want to play.

We should all try to be the parents of our future, not the offspring of our past. David Houle

Are you taking time to reflect and learn from your life experiences?

V. Vanessa Williams Leading Edge Consulting, LLC 860-269-5918 (phone) 860-930-1277 (cell) 50 Stanford Drive, Second Floor Farmington, CT 06032