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The Third Leadership Skill Col Harry LeBoeuf, USAF (ret)
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Adapt
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I’ve had worse jobs than these! A) True B) False
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Change Leader’s Mindset
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Do you like Change? A) Yes B) No
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Do your people like Change? A) Yes B) No
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Change Leaders Mindset 1.Change is here to stay. 2.If it ain’t broke – break it! 3.No news is not good news during change.
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4.Change is a personal issue, not an intellectual issue. 5.People do not fear change, but the loss associated with the change. 6.It’s impossible to work out all the details before a change initiative. Change Leaders Mindset
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7.It’s impossible to keep everybody happy during changes. 8.We must remember the most adaptable survive. 9.Our job is to make the changes work. Change Leaders Mindset
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3 Reasons Why Organizations Fail Inability or unwillingness to: 1.Reject conventional wisdom. 2.Embrace unconventional realities. 3.Transform systems, practices, and procedures.
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Of the three below, I most fear my organization’s inability or unwillingness to: A) Reject conventional wisdom B) Embrace unconventional realities C) Transform systems, practices, or procedures
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How to Catch a Monkey
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Change Readiness Scale You 1234567 Team 1234567 Front-line 1234567 Willingness to Change (Attitude) Low High You 1234567 Team 1234567 Front-line 1234567 HighLow Ability to Change (Skill)
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“But the core of the matter (leading change) is always about changing behavior of people, and behavior change happens in highly successful situations mostly by speaking to people’s feelings.” John Kotter, Author Leading Change and The Heart of Change
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Leading Change Model
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Change Event PositiveNegative
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Change Event Positive Stage 1: Excitement Reinforce the idea Prepare for hurdles
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Change Event Positive Stage 1: Excitement Stage 2: Doubt “OK” the feelings Provide direction
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Change Event Positive Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Acknowledge progress Provide support
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Change Event Positive Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Stage 4: Commitment Celebrate success Recognize growth Prepare for next change
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Change Event PositiveNegative Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Stage 4: Commitment Stage 1: Denial Ask “What Hurts”? (Re)confirm the change
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Change Event PositiveNegative Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Stage 4: Commitment Stage 1: Denial Stage 2: Resistance Let them vent Encourage attempts
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Change Event PositiveNegative Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Stage 4: Commitment Stage 1: Denial Stage 2: Resistance Stage 3: Acceptance Catch them doing it right Tolerate mistakes Set short-term goals
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Change Event PositiveNegative Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Stage 4: Commitment Stage 1: Denial Stage 2: Resistance Stage 3: Acceptance Stage 4: Commitment Celebrate success Recognize growth Prepare for next change
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Change Event PositiveNegative Stage 1: Excitement Stage 2: Doubt Stage 3: Hope Stage 4: Commitment Change Event Stage 1: Denial Stage 2: Resistance Stage 3: Acceptance Stage 4: Commitment
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1.Mark the passage of the old ways. Remember the glory of the past, but promise a better future. Celebrate the new way through stories, and heroes, successes. 2.Establish a sense of urgency. Avoid analysis paralysis. Ten Keys to Leading Transformational Change
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3.Go where the energy is. Find groups already moving in the right direction. Make them your heroes. 4.Create risk-taking teams. Be tolerant of mistakes but intolerant of inactio n Ten Keys to Leading Transformational Change
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5.Transfer ownership for success. Emancipate – don’t abdicate. 6.Create positive momentum through quick successes. Aggressively go for the low-hanging fruit. When successful, transfer that energy to tougher challenges. Ten Keys to Leading Transformational Change
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7.Re-recruit your peak performers. Don’t ignore or overload your best people. Remind and reinforce their value to your organization 8.Champion your purpose. Justify the struggle. Find a thousand ways to say the same thing. Ten Keys to Leading Transformational Change
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9.Focus on results – not overcoming resistance. Remember that results beget results beget results… 10.Keep your perspective. Maintain your humor and joy. Remember – even God cannot please everybody. Ten Keys to Leading Transformational Change
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My Action Plan List 2-3 actions to take your Adapting To a Higher Level
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Develop
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Two Keys to Developing Your Team 1.Training: develop competencies 2.Coaching: develop confidence
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Do you feel adequately trained for your present position? A) Yes B) No
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3 Steps to Effective Training Step 1: Assess the Need Step 2: Choose the Training Option Step 3: Measure the Results
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Remember: training is only appropriate if an employee needs a specific Skill, Knowledge, or Attitude that he/she does not currently possess to successfully fulfill their role.
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Two Keys to Developing Your Team 1.Training: develop competencies 2.Coaching: develop confidence
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What is Leadership Coaching? Equips people with the SKA to develop themselves. Process – not an event. Something you do with them – not to them. Not about “fixing” people – it’s about unleashing potential. Two-way relationship – not a one-way event. Mindset and approach for improvement.
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Do you see an advantage to coaching your people? A) Yes B) No
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My Action Plan List 2-3 actions to take your Developing To a Higher Level.
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Ropella Leadership Transformation ROPELLA can help you improve productivity and the bottom line, as well as the morale and loyalty of your employees. We can give your organization a true “line-of-sight” communication from the boardroom to the front line. Give ROPELLA a call today and we will help you grow your great company! www.Ropella.com 850.983.4777
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