1. ©2009 Lance Dublin - 1 DUBLIN CONSULTING NG

2. ©2009 Lance Dublin - 2 DUBLIN CONSULTING  Working with organizations to assess, plan, design, and implement:  corporate learning and e-learning strategies & programs  large scale organizational and technological change initiatives  new ways of working  Over 30 years of experience in adult education and training, motivation and innovation, communication and change leadership.  Founder and CEO of Dublin Group, a leading training development and change implementation company  Speaker at national and international conferences  Author

3. ©2009 Lance Dublin - 3 DUBLIN CONSULTING

4. ©2009 Lance Dublin - 4 DUBLIN CONSULTING

5. ©2009 Lance Dublin - 5 DUBLIN CONSULTING

6. ©2009 Lance Dublin - 6 DUBLIN CONSULTING 1.

7. ©2009 Lance Dublin - 7 DUBLIN CONSULTING Management Structures & Systems Information & Tools Skills, knowledge & competencies Process Leadership Culture Vision Strategy Attitudes & Behaviors

8. ©2009 Lance Dublin - 8 DUBLIN CONSULTING Source: Outland 2.

9. ©2009 Lance Dublin - 9 DUBLIN CONSULTING  Greatest Generation: (60s)  Loyalty, dedication, sacrifice, honor, hard-work, compliance  Goal - To build a legacy  Baby Boomers: (50s)  Personal growth, youthfulness, equality, ambition, collaboration  Goal - To put their stamp on things  Generation X: (40s)  Independence, pragmatism, results-driven, flexibility, adaptive  Goal - To maintain independence in all areas of their lives  Generation Y/Millenials: (20-30s)  Confident, optimistic, civic minded, innovative, diversity focused, techno-savvy  Goal - To find work and create a life that is meaningful (Source: n-gen People Performance)

10. ©2009 Lance Dublin - 10 DUBLIN CONSULTING

11. ©2009 Lance Dublin - 11 DUBLIN CONSULTING 1. Anticipation of change; 2."Reality" of change sets in; 3. Letting go of the old; 4. Refocus on new; 5. Integration of new

12. ©2009 Lance Dublin - 12 DUBLIN CONSULTING

13. ©2009 Lance Dublin - 13 DUBLIN CONSULTING Source: Dennis Jaffe & Cynthia Scott

14. ©2009 Lance Dublin - 14 DUBLIN CONSULTING 3.

15. ©2009 Lance Dublin - 15 DUBLIN CONSULTING

16. ©2009 Lance Dublin - 16 DUBLIN CONSULTING

17. ©2009 Lance Dublin - 17 DUBLIN CONSULTING

18. ©2009 Lance Dublin - 18 DUBLIN CONSULTING

19. ©2009 Lance Dublin - 19 DUBLIN CONSULTING

20. ©2009 Lance Dublin - 20 DUBLIN CONSULTING 4.

21. ©2009 Lance Dublin - 21 DUBLIN CONSULTING

22. ©2009 Lance Dublin - 22 DUBLIN CONSULTING

23. ©2009 Lance Dublin - 23 DUBLIN CONSULTING “We now accept the fact that learning is a lifelong process of keeping abreast of change. And the most pressing task is to teach people how to learn.” Peter Drucker

24. ©2009 Lance Dublin - 24 DUBLIN CONSULTING

25. ©2009 Lance Dublin - 25 DUBLIN CONSULTING Muscle = Orders

26. ©2009 Lance Dublin - 26 DUBLIN CONSULTING Coercion = Threats

27. ©2009 Lance Dublin - 27 DUBLIN CONSULTING Compliance = Information

28. ©2009 Lance Dublin - 28 DUBLIN CONSULTING Commitment = Involvement

29. ©2009 Lance Dublin - 29 DUBLIN CONSULTING

30. ©2009 Lance Dublin - 30 DUBLIN CONSULTING

31. ©2009 Lance Dublin - 31 DUBLIN CONSULTING

32. ©2009 Lance Dublin - 32 DUBLIN CONSULTING

33. ©2009 Lance Dublin - 33 DUBLIN CONSULTING John Kotter’s 8-Step Model

34. ©2009 Lance Dublin - 34 DUBLIN CONSULTING

35. ©2009 Lance Dublin - 35 DUBLIN CONSULTING

36. ©2009 Lance Dublin - 36 DUBLIN CONSULTING I 3 Change Implementation Model I 3 Change Implementation Model Integration, Commitment REINFORCING Involvement, Engagement BEHAVIORAL Inform, Awareness COGNITIVE

37. ©2009 Lance Dublin - 37 DUBLIN CONSULTING Inform, Awareness COGNITIVE

38. ©2009 Lance Dublin - 38 DUBLIN CONSULTING “If you ask me, the fire has the most potential, but it’s the smoke that has people talking.”

39. ©2009 Lance Dublin - 39 DUBLIN CONSULTING Speeches Memos Newsletters Magazines MarCom Inform, Awareness

40. ©2009 Lance Dublin - 40 DUBLIN CONSULTING Speeches Memos Newsletters Magazines MarCom Inform, Awareness SENSE

41. ©2009 Lance Dublin - 41 DUBLIN CONSULTING

42. ©2009 Lance Dublin - 42 DUBLIN CONSULTING Involvement, Engagement BEHAVIORAL Inform, Awareness COGNITIVE

43. ©2009 Lance Dublin - 43 DUBLIN CONSULTING “It’s easier to ACT your way into a new way of THINKING, than THINK your way into a new way of ACTING.

44. ©2009 Lance Dublin - 44 DUBLIN CONSULTING Speeches Memos Newsletters Magazines MarCom Inform, Awareness Videos Labs & fairs Town meetings One-on-one communication Small group meetings Involvement, Engagement

45. ©2009 Lance Dublin - 45 DUBLIN CONSULTING Speeches Memos Newsletters Magazines MarCom Inform, Awareness Videos Labs & fairs Town meetings One-on-one communication Small group meetings Involvement, Engagement MEANING

46. ©2009 Lance Dublin - 46 DUBLIN CONSULTING

47. ©2009 Lance Dublin - 47 DUBLIN CONSULTING

48. ©2009 Lance Dublin - 48 DUBLIN CONSULTING I 3 Change Implementation Model I 3 Change Implementation Model Integration, Commitment REINFORCING Involvement, Engagement BEHAVIORAL Inform, Awareness COGNITIVE

49. ©2009 Lance Dublin - 49 DUBLIN CONSULTING Speeches Memos Newsletters Magazines Team Meetings Inform, Awareness Videos Labs & fairs Town meetings One-on-one communication Small group meetings Involvement, Engagement Embed in the work - Process Embed in the role - Initiative Embed in the culture - PM Integration, Commitment I 3 Change Communications Model I 3 Change Communications Model

50. ©2009 Lance Dublin - 50 DUBLIN CONSULTING Speeches Memos Newsletters Magazines Team Meetings Inform, Awareness Videos Labs & fairs Town meetings One-on-one communication Small group meetings Involvement, Engagement Embed in the work - Process Embed in the role - Initiative Embed in the culture - PM Integration, Commitment I 3 Change Communications Model I 3 Change Communications Model CULTURE

51. ©2009 Lance Dublin - 51 DUBLIN CONSULTING

52. ©2009 Lance Dublin - 52 DUBLIN CONSULTING

53. ©2009 Lance Dublin - 53 DUBLIN CONSULTING Speeches Memos Newsletters Magazines Team Meetings Inform, Awareness Videos Labs & fairs Town meetings One-on-one communication Small group meetings Involvement, Engagement Embed in the work - Process Embed in the role - Initiative Embed in the culture - PM Integration, Commitment I 3 Change Communications Model I 3 Change Communications Model COGNITIVE BEHAVIORAL REINFORCING

54. ©2009 Lance Dublin - 54 DUBLIN CONSULTING lance@dublinconsulting.net 415-759-1258 www.dublinconsulting.net www.ASTD.orgwww.ASTD.org or www.Amazon.comwww.Amazon.com www.internettime.com\book >Center for Implementation Excellence< Dublin Letter: contact me Articles: contact me