1. Changing Beliefs, the Key to Successful Change
Presented by: Peter Mazombwe
Good Morning
I’m delighted to have this opportunity to share some ideas with you on how to successfully implement change.
Empowering a new generation of leaders

2. Peter Mazombwe
Peter Mazombwe is an executive at RTM Solutions, a leadership and management development company
He is a young professional with three years of experience in leadership and management development
His goal is to empower the new generation of leaders
My name is Peter Mazombwe
I'm an executive at RTM Solutions, a management & leadership development company
My goal is to empower young professionals and help the older generation understand how to manage and lead this new generation of employees
Empowering a new generation of leaders

3. Peter Mazombwe
Peter Mazombwe is an executive at RTM Solutions, a leadership and management development company
He is a young professional with three years of experience in leadership and management development
His goal is to empower the new generation of leaders
I would like begin by telling you a short story about myself
Years ago, my parents household was going through change
Like the rest of the world, my parent’s household was on a mission to become healthy
We were all meant to start eating healthier and become more active. Everyone was on board with the change but me. (Smile & Laugh)
I looked in the mirror with a pack of crisps in my hands and thought “why do I need to become healthy”. I wasn’t over weight and plus I played football & rugby on a regular basis.
Empowering a new generation of leaders

4. Unsuccessful change
I didn’t believe in the change initiative. Instead of being fit & healthy, I was over weight
Whilst everybody embraced the change. I didn’t believe I needed to make the change.
However, I didn’t completely reject the change.
I did what I had to do to make my mum believe that I adopted the change.
But after some time, it was obvious to my mum that the change initiative was unsuccessful for me. Because as you can see from the picture, I became overweight. (Smile & laugh)
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5. Change
Change can only successfully take place if you believe in the change you are trying to implement
15kgs later, when I was now forced to become healthy because I needed to lose weight, I began to understand that change can only successfully take place if I believed in the change I was trying to implement.
If I believed in the healthy changes my mum was trying to implement at home I wouldn’t have become overweight.
Empowering a new generation of leaders

6. How can we as leaders bring about successful change?
Like what happened in my story, the experience of trying to implement change but failing to get the desired outcome is common in our places of work.
I’m here today to talk about how we as leaders can bring about successful change.
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7. Transformational leaders influence people in lasting ways
Transformational leaders influence people in lasting ways. They change minds, not just conduct. They inspire and grow people. Transformational leaders change things for the better.
- Nido Qubein
The Key to successful change is being a transformational leader.
Transformational leaders influence people in lasting ways.
They change minds, not just conduct.
They inspire and grow people.
Transformational leaders change things for the better.
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8. Our job as leaders to …
Our job as leaders is to navigate our organizations and our fellow employees through change
It’s no secret that our business world and the competitive landscape we do business in is constantly changing.
Change is happening in your organizations. New initiatives and projects are being launched to improve performance and increase profits.
Our job as leaders is to navigate our organizations and our fellow employees through these changes.
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9. More than 70% of needed change either fails to be launched, fails to be completed, or fails to meet initial expectations.
70%
- John Kotter
The reality is, there’s need for improvement in this area. Very few change initiatives are successful
More than 70% of needed change either fails to be launched, fails to be completed, or fails to meet initial expectation. “A 70% failure rate is an enormous drag on a company, a government, or an economy”
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10. Successful change is 20% structural change and 80% good people management
- The Economist magazine
So why do the vast majority of change initiatives fail?
“Change is not really about the structural changes that are made to an organization, but about the way people are guided and treated during the change process,”
Successful change is 20% structural change and 80% good people management.
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11. Why change fails …
Leaders are unable to guide and influence their people during the change process
The reason why vast majority of change efforts fail is because leaders are unable to guide and influence their people during the change process.
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12. Influence The key action that brings about change is influence.
The only way to influence people is to first understand them
In order to have successful change, leaders have to be able to influence their people into believing that the change being implemented will benefit them.
The key action that brings about change is influence and the only way to influence people is to first understand them
If I understand you, I understand what motivates you, what discourages you, I understand why you make the decisions that you make. Then I can influence you in a deeper and more significant way.
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13. Influence The key action that brings about change is influence.
The only way to influence people is to first understand them
I remember my university days. I was always financially broke.
How did I get to be broke?
If you asked me then, I would have told you that it was because I had no income.
But if you asked my friends, they would have told you it was because I spent most of my money on beer. (Smile & laugh).
I was broke because I did things and behaved in ways that caused me to become broke.
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14. What you have in your life at this point in your life is what you deserve to have at this point in your life.
The results you achieve in your life or the results we achieve collectively in a department, team or business are based entirely on the behaviours that we display.
In a professional context, what you have in your life at this point in your life is what you deserve to have at this point in your life.
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15. Your behaviour leads to your results
Your behaviour leads to your results. If you want successful change you have to change people’s behaviour.
How do I know that, because how did you get to this point? You got to this point in your life based on the behaviours that you displayed in your life.
Your behaviour leads to your results. So if you want successful change you have to change people’s behaviour.
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16. How do we successfully change behavior?
Successful change begins with changing beliefs.
You behave the way you behave because of what you believe.
If I want you to change the way you behave, I must influence your beliefs
How do we successfully change people’s behaviours?
Some leaders believe if they only correct their people’s behaviour or show them how their behaviour could be improved they will successful change.
No. Successful change begins with changing beliefs.
You behave the way you behave because of what you believe.
So if I want you to change the way you behave, I must influence your beliefs.
Empowering a new generation of leaders

17. How do we successfully change behavior?
Successful change begins with changing beliefs.
You behave the way you behave because of what you believe.
If I want you to change the way you behave, I must influence your beliefs
Let’s look back at the scenario of my mum trying to get me to become healthy. If my mum influenced my beliefs. If she got me to believe I needed to be healthy and the change would benefit me, my behaviour would have changed for the better.
The reason why certain people succeed and others don’t is entirely based on their beliefs.
If you believe an opportunity can measurably help you in life, you invest in it much more. You invest in it much more than if you believe it is a mere passing in your life and it won’t give you what you want out of life.
Your behaviour stems from your beliefs. So to successful change behaviour you have to change people’s beliefs
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18. 1 2 3 4 Successful Change Understand your people
Influence them into believing in the change 2
Their behavior will successfully change. 3
Their actions will drive the change initiative to success 4
Putting everything together, as leaders, in order to bring about successful change, you have to first understand your people.
When you understand your people, you’ll be able to influence them.
Once you’re able to influence them into believing in the change initiative and their beliefs are in-sync with the change initiative, their behaviour will successfully change. Their actions will drive the change initiative to success.
Empowering a new generation of leaders

19. Application of the theory
Think about a specific area in your company or department where you would like to see improved results
What behaviours contribute to the poor (or average) results being achieved?
What present beliefs are causing or validating these behaviours?
What beliefs would be necessary to change these behaviours?
In what ways can you, as a leader, influence these beliefs?
I would like to go through some questions that can help you apply the theory of “our beliefs influence our behaviours and our behaviours determine our results”
Think about a specific area in your company or department where you would like to see improved results
What behaviours contribute to the poor (or average) results being achieved?
What present beliefs are causing or validating these behaviours?
What beliefs would be necessary to change these behaviours?
In what ways can you, as a leader, influence these beliefs?
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20. The story about the man in the desert
I would like to conclude my presentation by telling you a story about a man who had been walking in the desert and he was in desperate need of a drink. As he stumbled through the desert, he came upon another man riding a camel.
“Sir, I desperately need a drink, can you please help me?” he said to the man on the camel.
“I don’t have any water, but if you like, I have a great selection of ties. Would you like to buy one?” the man on the camel said happily with a smile.
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21. The story about the man in the desert
 “No! Are you crazy?” the thirsty man said angrily to the man on the camel. “I need something to drink, not a tie!”
So the man on the camel and the thirsty man went their separate ways. After several more days of stumbling in the desert, the thirsty man finally came upon a dusty, old bar. As he fell at the feet of the bouncer, the thirsty man said, “I’m so glad I made it. Can I please come in and get some water?” To which the bouncer said with a frown, “Not without a tie.”
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22. If you would like to explore these concepts further please contact me on
When we try to lead our team through change without considering the human element of how we create, implement and communicate it, we’re like the man on the camel trying to sell a tie to a thirsty man in the desert.
We don’t consider the situation of others, how they might object, how they might perceive us, or clearly communicate how our proposition might be of huge benefit to them.
When we leave out the human element of change, we will fail to successfully implement change.
If you would like to explore these concepts further please contact me on
Thank you
Empowering a new generation of leaders