August 18, 2015 Leading Change …Successfully

And the Survey Says… McKinsey and Company … A recent survey of business executives indicates that the percent of change programs that are a success today is… still 30%. McKinsey and Company IBM … Nearly 60 percent of projects aimed at achieving business change do not fully meet their objectives. IBM Harvard Business Review … The brutal fact is that about 70% of all change initiatives fail. Harvard Business Review Forbes/Towers Watson … A new study by Towers Watson has found that only 25% of change management initiatives are successful over the long term Forbes/Towers Watson

Forces That Drive Change People / Demographic Trends Technology / Innovation Information / Globalization  No organization is an island and external forces are always influencing and interacting with its existence.  Internal factors are very numerous, as almost any item or event can influence change within an organization.

People React to Change Anger: When change occurs and the norm is uprooted, people can experience anger. Resistance: With any change there will always be people who resist the change. Resistance is very common and stems from a fear of the unknown. Denial: If a change is announced some people may feel that the change is not necessary. Indifference: People just may not care, or the change may not have an impact on their routines or work. Acceptance: Changes generally occur for the better and have a positive influence on those involved.

Manage or Lead Change? Planning and Budgeting Organizing and Staffing Controls and Problem Solving Setting Direction Aligning People Motivation and Inspiration Management vs. Leadership

A TRUTH ABOUT SUCCESS SUCCESSFUL CHANGE IS PERCENT LEADERSHIP MANAGEMENT ACCOUNTS FOR PERCENT

How Does This Apply to You? What changes are you experiencing ? Question #1

How People Resist Change Adapted from Kubler Ross Question #2

Tools to Help the Change Process Communication: Keep the lines of communication open before, during and after the change as on the fly changes may be needed. Education: Educate all parties the reasons for the change, and what the expected outcomes will be. Training: Make sure all parties are trained and up to date with any and all material required for the change. Flexibility: Be flexible and ready to modify or update the current plan to account for any unforeseen events. Question #3

5 Practical Aspects on Leading Change 1.Poor implementation poisons people’s attitude toward change 2.Any organizational change is preceded by personal change 3.There is no such thing as instantaneous transformation 4.Change should only be pursued in the context of a clear goal 5.Involvement breeds commitment Question #4

Involvement: Defining Your Strategy ElementsConsiderations The Situation What is being changed? How much perceived need for the change exists? What groups will be impacted? How long will the change take? People and Their Roles Who will serve as a high-level sponsor? What functional groups should be represented to lead the effort? Issues for AnalysisWhat will happen if we do/don’t do this? How universal is the change? Are there exceptions or deviations to consider? Question #5

Thank You for Your Time! David Liddell Next Webinar: September 2pm Strategy Preparation for 2016