Valerie Davis-Howard Vice President and Senior Consultant The Forum on Workplace Inclusion 18 March 2015 Unleashing Change through a Peer-to-Peer

Copyright © 2015 The Kaleel Jamison Consulting Group, Inc. All rights reserved. No duplication permitted without written consent Welcome and Purpose of the Spotlight Session  Discuss how peer-to-peer leadership can create successful change where other approaches fail.  Explain how the approach works and share some examples of the impact.

Copyright © 2015 The Kaleel Jamison Consulting Group, Inc. All rights reserved. No duplication permitted without written consent Inclusion starts with HELLO!

Copyright © 2015 The Kaleel Jamison Consulting Group, Inc. All rights reserved. No duplication permitted without written consent One Major Criterion for Success SPEED  Because the world is changing at a mind-boggling pace, knowledge transfer and application must keep up.

Copyright © 2015 The Kaleel Jamison Consulting Group, Inc. All rights reserved. No duplication permitted without written consent Knowledge: Old Model vs. New Model   In the old model, knowledge was defined as scarce: a source of power and control.   A few leaders went into a room to figure out the future.  In the new model today’s organizations need the wisdom of everyone to succeed and EXPONENTIAL change, not just incremental change……… FAST!

Copyright © 2015 The Kaleel Jamison Consulting Group, Inc. All rights reserved. No duplication permitted without written consent UNION LEADERSHIP Learning Sponsoring Partnering SENIOR LEADERSHIP Learning Modeling Sponsoring Executive Pods PEOPLE MANAGERS Education Accountable Sponsorship Leading their areas ORGANIZATION FROM  TO New mindsets and behaviors The HOW SM for achieving business results Support systems for the mindsets and behaviors PEOPLE INVOLVED IN CHANGE EFFORTS Learning Incorporate in their change work The Peer-to-Peer Model for Change

Copyright © 2015 The Kaleel Jamison Consulting Group, Inc. All rights reserved. No duplication permitted without written consent How does it work?  Multi-day learning experience for a core group of individuals from all levels of organization.  Each individual forms a spin-off group (“pod”) of 2-8 Change Allies - then models and promotes the New Behaviors with them.  Change Allies cultivate the new skills and mindsets and model and champion them with others.  Mindsets and Behaviors spread rapidly from 10% to the entire organization.

Copyright © 2015 The Kaleel Jamison Consulting Group, Inc. All rights reserved. No duplication permitted without written consent Why it Works  Creates a Pull effect from colleagues vs. Push from leadership.  Team members trust and value their peers.  Speed of knowledge transfer and knowledge application.  Immediate, visible impact within 6 months; bottom- line impact in 3 years.  Reach masses in fewer “training hours.”

Copyright © 2015 The Kaleel Jamison Consulting Group, Inc. All rights reserved. No duplication permitted without written consent The Power of the Initial Ally Derek Sivers: Derek Sivers: How to Start a Movement How to Start a Movement

Copyright © 2015 The Kaleel Jamison Consulting Group, Inc. All rights reserved. No duplication permitted without written consent  Simultaneous education with the Senior Leadership Team.  Involving managers early on – clarifying their role, how they can be supportive, expectations re: time investment.  Coaching leaders to move out of the way and TRUST the work of the Change Partners. Keys for Success  Key sponsor: attends sessions, two-way communication and feedback, builds individual relationships, celebrates and recognizes the group.  Balancing the time demands … integrating their Pod responsibilities into day-to-day work interactions.  Including responsibilities in objectives/PA’s where possible.

Copyright © 2015 The Kaleel Jamison Consulting Group, Inc. All rights reserved. No duplication permitted without written consent Ripple effect change Ripple effect change Each one–teach one (accountability) Each one–teach one (accountability) Do as I do (Managers  People Leaders) Do as I do (Managers  People Leaders) Peer-to-Peer influence Peer-to-Peer influence Something feels different??? Something feels different??? Why are you saying HI to me? Why are you saying HI to me? Why did the manager ask me my opinion? Why did the manager ask me my opinion? The horse is out of the gate! The horse is out of the gate! I’VE BEEN UNLEASHED!! I’VE BEEN UNLEASHED!! Team and Organizational Impact

Copyright © 2015 The Kaleel Jamison Consulting Group, Inc. All rights reserved. No duplication permitted without written consent Client W  Plant was slated for closure due to underperformance.  Productivity and performance improved so drastically that plant was removed from closure list and became productivity model for other plants. Client Z  Savings of 8.5 working hours/month through 30-min reduction in monthly meetings.  Process time reduced from 7 weeks to 7 hours due to radically improved union and management collaboration. Client X  Decreased turnover from 35.8% to 15.4%.  Business grew 4.7%.  Savings of $300,000 in expenses.  Received best customer satisfaction rating in the company. Sample Client Results

Copyright © 2015 The Kaleel Jamison Consulting Group, Inc. All rights reserved. No duplication permitted without written consent Thank You! Connect with us at kjcg.com Valerie Davis-Howard Vice President and Senior Consultant