Leading Change
From Resistance to
transformation
“ The only one who likes to
change is a wet baby.”
--Roger Von Oeck
Facilitated By
Dr. John Izzo
……………………...
Ever feel
like this?
“Change is the new core competence”
“Almost anyone can deal with change but only
the truly brave can endure suspense.”
-- William Bridges
“When you come to a
fork in the road, take it.”
--Yogi Berra
The Capacity to Change is
Now Core Competence
Boomers & Retirement
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86% expect to be more active
84% retirement to be very different
70% plan to work past “retirement” age
Boomers say old age begins at “80”
Distance between their real age and perceived age is
growing
• More than 50% exercise regularly
• New hobbies and multiple interests are key to
boomer happiness
• Re-winding not “winding down”
Del Webb Study, 2010
Your Brain On
Change
• Hard wired for routine
but excited by change
• Brain is a hypothesis
testing organism
• We don’t resist change,
we resist breaking up
current habits
True or False
People resist change….
therefore, the role of leaders is to
push people since they would
otherwise resist.
Actually...
People don’t resist change, they resist
change for which they see no purpose
and in which they feel uninvolved.
SO…when people see what is in it for
them & feel involved, execution of rapid
change becomes the norm.
What People Need from
Leaders in Change / Transition?
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Communicate relentlessly
Listen (and don’t judge-YES BUT)
Articulate expectations
Be visible
Make room for doubts & skeptics
Don’t dismiss the old
Trust people to handle the truth
Position change by connecting to existing values
Leaders who are NOT in touch with their own transition
will get in the way of others in transition
Three Critical Questions for Leaders
During Uncertainty
• What is changing?
• What is the need for
change—make the case
• What will actually be
eifferent?
• How do we need
people to change?
Times of Change
Require Collaboration &
Divergent Thinking
What kind of leadership
culture takes us to GREAT?
“The future will
be lead by rogue
employees &
disgruntled
customers”
Tom Peters
When you find
yourself in a
crisis the first
thing is…
Navigating
Change
Requires
A Tolerance
for
Failure
Why
SONY
Missed the
Digital
Revolution?
Change or Die?
Changing
Behavior
• Social support matters—a
LOT
• Support matters more if you
are in the wrong gang
• People change they are NOT
changed—Red Button
Changing Behavior
• You CAN’T change anyone
else
• Instant Influence—People
change they are NOT
changed—Red Button
• How we try to “change”
people may be
counterproductive
Changing Behavior
• The Questions
• What do YOU want to change?
• How motivated are you 1-10 to
change?
• Why did you not give it a lower
number?
• What would be the benefit to you
if you made these changes?
• What is the next step you are
willing to do right now?
Make Change the Path of
Least Resistance
“May you live in a time of transition.”
Ancient Chinese Curse
“If you projected me out fifty years and
we had neither blown ourselves up or
destroyed the environment beyond
repair, I am very optimistic about the
future of human evolution”
-Carl Sagan
What I learned on
a rowing trip…
Dr. John Izzo
Improving the Quality of Work & Life
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