Fear Less and other Patterns for Introducing New Ideas into Organizations Linda Rising

Slides:



Advertisements
Similar presentations
HOW SELF CONFIDENT ARE YOU?
Advertisements

Understanding How People Change: A Diversity Issue Living In / Living With Diversity Mary Lynn Manns Department of Management & Accountancy.
The Philosophy of Exotischism Listening To Your Heart 248 In a situation like the one above where a man with normal spiritual abilities finally decides.
Intelligence Give a definition of intelligence that you could defend, explaining why you believe you could defend it. Give examples of ways your definition.
Positive Thinking Chapter 5 McGraw-Hill
John Coleman.  The title  The topics  Something different – a new framework  The burning questions  Where next?
Fearless Change: Patterns for Introducing New Ideas Mary Lynn Manns, Ph.D. Linda Rising, Ph.D.
Management, Eleventh Edition, Global Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education 12A-1.
How to get your kids to listen to you – and you to them! Sara Hitchens
1 Carleton RtI training session April 30, 2013 Diane Torbenson RtI Greenvale Park Elementary School
Difficult Conversations. A difficult conversation is - anything we don’t want to talk about Usually we worry what will happen if we do talk about it If.
Crucial Conversations Principles for Coaches MarVele Tycksen.
Mentoring Skills (Kennedy & Charles, 2001) Mary Gordon NEPS.
TEST ANXIETY Techniques for Recognition and Reduction Hannah Yohn, M.S.
Mental and Emotional Health 1. Goal Setting, Communication, Conflict and Depression (8 th ) “When you get into a tight place and everything goes against.
Mastering Questioning Techniques Peter Rosenwald Director Chartered Developments
Self-esteem. REVIEW Physical be physically active eat nutritious meals and snacks get enough sleep avoid tobacco, alcohol, and other drugs avoid disease.
LOCUS OF CONTROL Manishaa & Dayaanand.
Zimbabwe 2008 Building Self Confidence. The five fears The five truths about fear that any of us can face: Creating a new comfort zone Setting achievable.
Chapter 5: Seek To Understand Then Be Understood.
Leading Fearless Change in Organizations Mary Lynn Manns, Ph.D. University of North Carolina at Asheville Leadership Asheville 25 February.
Team Conversations Robin Rodin Principal, The Rodin Group 6/1/08.
Leading Fearless Change Mary Lynn Manns, Ph.D. University of North Carolina at Asheville
CARLETON READS & COUNTS (TUTOR SESSION) April 30, 2013 Diane Torbenson RtI Greenvale Park Elementary School
The Agile Mindset Linda Rising
No Health without Mental Health Hear Our Voice.
 Attitudes are learned behaviors that people develop as they interact with their environment.
Helping Your Child Cope With Stress Building Resiliency.
Getting Analytical A Guide to Better Results for the Number-challenged Courtney Milan NINC conference, October 2, 2015.
Problems Review and develop skills Brainstorm Make a list of different problems * At home, I … and … * At school, I … * At a party, … * …
Speaking, Writing, and Listening Skills
Successful Strategies for Leading Change Mary Lynn Manns, Ph.D. University of North Carolina at Asheville April 2007.
Chapter 5 Mental and Emotional Health Lesson 1 What Is Mental and Emotional Health? Next >> Click for: Teacher’s notes are available in the notes section.
Fearless Change Mary Lynn Manns Brown Bag UNC Asheville October 2009.
Coaches With Clients presents... “The Rapid Coaching Academy: Professional Coach Training System…” Session #7: Mastering Your Psychology, Part 1.
Leading Fearless Change Mary Lynn Manns SIM April 2009.
Personality.
Leading Fearless Change Mary Lynn Manns, Ph.D. University of North Carolina at Asheville Leadership Asheville December.
Leading Fearless Change Mary Lynn Manns Linda Rising
Understanding How People Change: A Diversity Issue Mary Lynn Manns Department of Management & Accountancy.
Introducing New Ideas into your Organization Mary Lynn Manns OOPSLA 2009 October 2009 Copyright is held by the author/owner.
Listen Up!!!! Listening. Passive Listening- a listening role in which the listener does not share in the responsibility, nor involve her or himself in.
Fearless Change: Patterns for Introducing New Ideas Dr. Mary Lynn Manns University of North Carolina at Asheville
1. Mastering the Art of the Difficult Conversation Marilyn Bushey, Coach to Leaders PowerPAC, Inc.
Developing a growth mindset in the face of challenge
ELA What is an essay? An essay is an extended piece of writing in which an author explores a subject in some detail. Skilled essayists do the following:
Chapter 2 Making Healthful Choices. Presenters Denise Albro Brittany Clarke Kristyn Kimmel Kendall Sanders.
MAKING HEALTHFUL CHOICES CHAPTER 2. SELF-INVENTORY: HOW DO YOU RATE? 1. I am able to communicate my thoughts and feelings to other people. 2. I am aware.
Leading Fearless Change Patterns for Introducing New Ideas Mary Lynn Manns, Ph.D. University of North Carolina at Asheville April 2007.
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education, Inc. publishing as Prentice Hall 12A-1.
Leading Fearless Change Mary Lynn Manns, Ph.D.. The Project Change strategies acquired from: –discussions with people leading change worldwide –leaders.
CHAPTER 2 Making Healthful Choices. Health Skills Health skills, also known as life skills, enable you to make better, more informed health choices.
Effective Public Speaking.. A presentation by Ritesh Soni1 Effective Public Speaking Ritesh Soni.
Section Title Time to Talk Day 4 February Section Title.
District 4 Area Workshops 2016 Conflict Resolution or I say tomato you say…
WHAT IS PEER PRESSURE? Pressure from people of one’s own age to behave in away that is similar or acceptable of them.
Leading a Team to Create Change Mary Lynn Manns, Ph.D. University of North Carolina at Asheville October 2007.
 Assess your current level of self-esteem  Evaluate how to build higher self-esteem.
INTERVIEW TIPS WHAT YOU NEED TO KNOW BEFORE YOU GO INTO AN INTERVIEW.
 Understand why schools ask students to give presentations.  Understand what makes a good presentation.  Learn about structuring a presentation. 
SLA Weekend Conference
Mastering Questioning Techniques
Leading Fearless Change Patterns for Introducing New Ideas
Read the quote and with the person next to you, discuss what you think it means. Do you agree? Why / why not? Be prepared to share your thoughts with the.
Leading Fearless Change in Organizations
Leading Fearless Change
Fearless Change: Patterns for Introducing New Ideas
Organizational Change
FROM SIGN-UP TO SHOW-UP REDUCING CAMP ANXIETY.
Presentation transcript:

Fear Less and other Patterns for Introducing New Ideas into Organizations Linda Rising

What’s a pattern?

Giving a name to a recurring problem with a known solution. The names of related patterns can be used to have a conversation about the problems and solutions.

Alexander’s Definition Christopher Alexander - building architect and author The Timeless Way of Building A Pattern Language Each pattern describes a problem that occurs over and over again in our environment and then describes the core of the solution to that problem in such a way that you can use this solution a million times over without ever doing it the same way twice.

Fearless Change Patterns based on Social psychology Influence strategies Evolutionary biology

Problems will be tied to myths. The assumption underlying the myth will help us find the pattern. Support will be provided for each pattern.

Myth #1: Having a good idea is enough. I shouldn’t have to sell the idea.

Underlying the myth: An idea is “good” or “bad.” Good ideas “should” succeed.

Evangelist: Have passion. Sell your idea, but also sell yourself. However, don’t “get religion”!

You have your story, but you have to put the best twist on it. On each gig, you must be marketing Me Inc. You can go too far, but you constantly have to spin doctor. If you don't, you have what I call the “engineer's mentality” and believe that truth and virtue will automatically be their own reward. That's a crock, no matter what you do for a living. Tom Peters

Myth #2: If we just explain the value in the new idea, people will understand it and accept it.

Underlying the Myth: After all, we’re reasonable people and logical decision-makers!

Personal Touch: Help others see how your idea can be useful in solving their problems.

As you sit across the table from the person you’d most like to work for, it is crucial that you relate your skills to what’s going on in his head, not merely to what’s going on in yours. What Color Is Your Parachute? Richard Nelson Bolles

Myth #3: You’re a smart person, so you don’t need any help from others. After all, this is your idea!

Underlying the Myth: Reaching out is a sign of weakness and, why do all that work if you’re not going to get all the credit?

Ask for Help: The idea is yours and you believe in it, but the idea must not be “all about you.”

What separates those who achieve from those who do not is in direct proportion to one's ability to ask for help. Donald Keough, former president Coca-Cola

Just Say Thanks!

Research suggests that grateful people: Have more energy and optimism Are more resilient in the face of stress Have better health Suffer less depression Are more compassionate, more likely to help others, less materialistic, and more satisfied with life.

Myth #4: The best way to deal with people who are against the new idea is to try to avoid them.

Underlying the Myth: Cynics and skeptics are naysayers and negative people with nothing useful to say.

Fear Less: Use resistance to your advantage. Listen, really listen, and learn all you can.

Listen hard to what you don't want to hear. My mom

There are 48 patterns in Fearless Change to help you introduce new ideas. This is just a start! Send me some ! Thanks!