LEADING ORGANIZATIONAL CHANGE “The Ties that Bind Us” Tri-Agency Senior Management Meeting January 6th, 2011
Agenda Introductions 10 – 11am Tell us ...
LEADING ORGANIZATIONAL CHANGE “The Ties that Bind Us” Tri-Agency Senior Management Meeting January 6th, 2011
Agenda Introductions 10 – 11am Tell us about you! Your family, your interests, your dreams, your work and your tie!
“Leading Change” 11 – 12:30pm Power Point and Interactive Small/Large Group Work ~ Lunch ~ 12:30 – 1:30pm
Let’s get curious! 1:30 – 2:30pm Our questions…
Next Steps… 2:30 – 3:00pm
Tell us about you! •Family •Interests •Dreams •Your tie!
What is CHANGE? •make different; cause a transformation •become different in a particular way •the result of alteration or modification
What do these have to do with “Leading Change?” •COMMUNICATION •LEADERSHIP & ATTITUDE •VISION & PLANNING •TRANSPARENCY •FEAR & ANXIETY •STRENGTH BASED The ultimate measure of a man is not where he stands in moments of comfort, but where he stands at times of challenge and change. Martin Luther King
POWERFUL CONVERSATIONS!! Small Group Exercise… 1. How is this (are these) word (words) associated with “Leading Organizational Change?” 2. Brainstorm all the possibilities… 3. Record responses. 4. Share with the larger group. Communication is the real work of leadership. Nitin Nohria
Chose to BE… REACTIVE • Closed • Disconnected • Automated • Controlling • Rigid • Defensive • Play small • Role of victim
GENERATIVE • Connected • Intentional • Creative • Determined • Exploratory • Expansive • Play large • Role of owner
Our ultimate freedom is the right and power to decide how anybody or anything outside ourselves will affect us. Stephen Covey
We must become the change we want to see. Mahatma Gandhi
Leadership is practiced not so much in words as in attitude…and in actions. Harold S. Geneen
Principles of Organizational Change •Change is a process that can be enabled •Change must be linked to business and performance goals •Building capacity to change is a strategic imperative •Resistance to change is predictable Leaders create the conditions where people chose to motivate themselves
Individual Resistance… •Habit •Economic factor(s)/job security •Fear of the unknown •Lack of communication •Selective information processes •Social factors Fear is often False Evidence Appearing Real!
Organizational Resistance… •Threat to power •Threat to established resource allocations •Structural inertia •Group inertia •Threat to specialization
Only in growth, reform and change, paradoxically enough, is true security to be found. Anne Morrow Lindbergh
ESSENTIAL ELEMENTS FOR EFFECTIVELY LEADING CHANGE VISI0N
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LEADERSHIP
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INCENTIVES
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RESOURCES
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ACTION PLAN
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VISI0N
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LEADERSHIP
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INCENTIVES
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RESOURCES
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ACTION PLAN
VISI0N
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LEADERSHIP
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INCENTIVES
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RESOURCES
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ACTION PLAN
ANXIETY
VISI0N
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LEADERSHIP
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INCENTIVES
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RESOURCES
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ACTION PLAN
RESISTANCE
VISI0N
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LEADERSHIP
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INCENTIVES
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RESOURCES
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ACTION PLAN
FRUSTRATI0N
VISI0N
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LEADERSHIP
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INCENTIVES
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RESOURCES
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ACTION PLAN
TREADMILL
CHANGE CONFUSION
Essential Elements cont’d • Design a vision • Motivate people • Develop a comprehensive Action Plan • Allocate resources • Communicate, communicate & communicate
• Collaboration & teamwork • System thinking & sustainability • Incentives & capacity building • Develop a community of leaders • Manage transitions • Sustain momentum
Our ultimate freedom is the right and power to decide how anybody or anything outside ourselves will affect us. Stephen Covey
The Process
INDEPENDENCE
Less Intense
More Intense Communication Cooperation
Collaboration
Integration
Inter-Agency information sharing
Sharing resources, staff and decision making
Integrated programs, funding and planning
Shared Governance, policy & protocol
How ready are we for change?? Shining Moments of when we were at our BEST! 1. Discuss in small groups…. 2. What was it about the “moment/event” that made you proud to be a member of your agency??
How ready are we for change? •Health & Wellness initiative/efforts •Information seminars •Staff Day focus •Courses/Seminars •New Worker professional series
•Strategic Planning process •Program/Service enhancements
Nothing is a waste of time if you use the experience wisely. Auguste Rodin
Health & Wellness data… •Accreditation/Licenses/Reviews •Staff Day • Demographics of staff & Management •Other… Celebrate what you want to see more of. Tom Peters
Past Experiences…Integration • 70% of CFSTD staff - know only CFSTD no previous connection to either SCC&YS or CAS
• 54% of management have lived experience with the amalgamation of the former SCC&YS & CAS
What are your numbers??
So what does this mean for us? •For most of the staff first “merger” – a new opportunity/experience!! •For over half of management - lived experience of “merging” – we can take about “lessons learned!” So what could this mean for you?
•Generation X (32-45) – 50% •Millennial (< 31) - 12%
What do we know about the BOOMERS? Characteristics: •Optimism & expansion •Drive to succeed, competitive •Personal growth •Relationship/Team •Involvement •Eager to make a difference
Boomers cont’d… Live to Work: Career = Self Worth •Participative management •Loyalty to the team •“I am my job” •Challenge the rules •Process over results •Hesitant to engage in conflict
What do we know about Generation X? Characteristics •Independent & self-reliant •Pragmatic & curious •Flexible & adaptable •Entrepreneurial free lancers •Authority based on expertise
Generation X cont’d… Work = 1 part of ME! • Loyal to good leadership - frustrated by office politics. • Get to the point communication style • Old rules can get in the way • Work independently with virtual connections • Results oriented • Competency driven
What do we know about the Millennials? Characteristics •Confident & optimistic •Global perspective •Strong sense of morality •Equality for everyone •Strong bonds with peers •Casual relationship with authority
Millennials cont’d… Live then Work: Career =Add Value •Loyal to their group •Casual relationship at work •Take multitasking to a new level •Fun & flexibility are key •Expect constant connection •Open access to information
Strengths we can count on! Baby Boomers
Gen X
Millennial
Strategy
Visionary
Applicability
Support
Change
Ideas
Project Excellence
Participation
Bringing everyone along
Creativity
Willingness
Involvement
Action
Learn
Transition Communication
Traditionalists •Strong work ethic
•Respect authority •Economic conservatism •Long term focus, stable •
Key Messages •Communication •Effective leadership •Vision & planning •Talk about fears/resistance •Involvement of stakeholders •Self reflection
And…
It’s all about the relationships… In organizations, real power and energy is generated through relationships. The patterns of relationships and the capacities to form them are more important than the tasks, functions, roles and positions. Margaret Wheatley
Our new story…our new vision…our new future!
Coming together is a beginning; keeping together is progress; working together is success. - Henry Ford
