MASTERING
By
Mimi Hull, Ph.D.
HULL & Associates
225 S.Swoope Avenue, Suite 210
Maitland, Fl. 32751
407 628-0669, Fax 407 539-2133, Email drmimi@hullonline.com
Web site www.hullonline.com
Seminar Goals
• To have a working definition of change
management.
• To recognize the importance of change
management.
• To review the various types of change.
• To recognize the changing values and
beliefs in the Junior League.
• To learn obstacles and contributors to
successful league change management.
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
2
Seminar Goals
• Review strategies for navigating
organizational change.
• To learn the roles people take in the
change process.
• To understand common individual
reactions and over reactions to change.
• To have fun!!!!!
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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•
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•
•
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We Learn
10% of what we read.
20% of what we hear.
30% of what we see.
50% of what we both see and hear.
70% of what we discuss with others.
80% of what we experience personally.
95% of what we TEACH someone else.
David Lazear in his book Seven ways of Knowing, attributes the % on learning to William Glasser.
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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The Impact of Change
1. It took radio 38 years to
reach 50 million users…
2. television took 13 years…
3. the Internet took 4 years.
Traffic on the Internet
doubles every 100 days.
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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The Impact of Change
Raise your hand if you owned a
cell phone 10 years ago.
Raise your hand if you own one
now.
Raise your hand if you owned a
DVD Player two years ago.
Raise your hand if you own one
now.
47% of all DVD players have
been bought in the last year.
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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Two fields of thought
• An engineer’s approach to improving
organization performance
• A psychologist’s approach to
managing the human side of change
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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Key differences in the two approaches
Engineer
Psychologist
Focus
Process, systems,
structure
People
Starting point
organization issues or Personal change,
opportunities
member resistance
Measure of
success
organization
Member satisfaction,
performance, financial retention, productivity
& statistical metrics
Perspective on
change
“Shoot the stragglers,
carry the wounded.”
“Help members make
sense of what the
change means to
them.”
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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Convergence of mechanical &
human
focus
Engineers
(mechanical focus on change)
Convergence over time
Psychologists
“Change ” (V2)
courtesy: HULL
&
ASSOCIATES (407) 628-0669 www.HULLONLINE.com
(human
focus
on©2003
change)
all rights reserved
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Definition:
Change Management
Change management: the process,
tools & techniques implemented
to manage the people-side of
change so as to achieve a desired
organizational performance
outcome.
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©2003 all rights reserved
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Why is
change management
a required competency for
Junior Leagues today?
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Types of Change
1.
2.
3.
4.
5.
Philosophical
Programmatic
Economic
Technical
Social
Give examples of each type of
change and its impact.
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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New Values & Belief Systems
• Empowerment (Make the right
decision for and by the
stakeholders not just the
leaders)
• Systems thinking (A systematic
way to manage the new
mentality/culture of the
organization)
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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New Values & Belief Systems
• Continuous improvement
(Look for ways to
improve everything you
do, everyday)
• Accountability (Why?
How does this impact
me?)
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
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Janssen’s Model of Change
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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Top-Five Contributors to
Success
1. Well planned & organized approach
2. Buy-in from stakeholders at all levels
3. Having an exceptional leadership
(sponsorship) team
4. Continuous & targeted communication
5. Ongoing training and support
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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1. Well planned & organized
approach
Planned use of methodology,
1. Initiation of change management
activities early in the project
2. Systematic approach to the change
3. Anticipation of specific resistance
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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2. Buy-in from stakeholders
Who are your
stakeholders?
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2. Stakeholders buy in at all
levels
“The right people…
highly professional,
highly motivated,
highly focused,
highly questioning and
highly resourceful.”
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3. Exceptional Leadership
(Sponsorship)
1. Show active &
visible support.
2. Ensure that the
change remains a
priority.
3. Demonstrate
commitment as a
role model of
change.
4. Provide justification
for why change is
happening.
5. Communicate clearly
the goals & objectives
of the change.
6. Provide sufficient
resources for the
change to be
successful.
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
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4. Continuous & targeted
communication
“the Right
communication to
the Right
stakeholder at
the Right time
during the
project.”
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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5. Ongoing Training and
Support
“When you
are through
learning…
You’re
through.”
-Benjamin Franklin
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
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What are the Basic
Mistakes organizations
make in
dealing with change?
Give at least 7.
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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Top-five change management
obstacles
• Ignoring the targets
of change
• Poor communication
• Poor or no training
• Limited time, budget
and resources
• League inertia &
politics
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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1. Ignoring the targets of change
“Many people
feel that if they
wait long
enough, this too
shall pass or if
not, they’ll go
elsewhere to
volunteer.”
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
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2. Poor communication
“Lack of active
communication.
We have surface
‘buy-in’ but lacked
true knowledge of
the resistance to
the change.”
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
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3. Poor or No training
“We had no idea of
how we were
supposed to do this.
By the time we
figured it out the year
was about over and
some of us were
ready for our next
placement, others
resigned.”
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
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4. Limited time, budget &
resources
“Our resources are
stretched nearly
beyond capacity.
We are trying to
do too much with
too little.”
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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5. League Inertia & Politics
“Unshackling the
embedded culture
of our League …
too many
members who
won’t try anything
new.”
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
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Top Things Change Agents Said
They Would Do Differently
1.
2.
3.
4.
Ensure ongoing leadership support.
Begin change management planning earlier.
Talk, listen and address member concerns.
Use outside resources with organizational
knowledge.
5. Have long, medium and “quick win” goals.
6. Increase time & resources allocated for
change.
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
30
How to Navigate League Change
1) Have a clear sense of mission and
defined behavioral expectations.
2) Have compelling reason(s) for change.
3) Foster inclusion and consensus of all
affected constituencies.
4) Give and get feedback on progress.
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
31
How to Navigate League Change
5) Use all internal and external
resources.
6) Be willing to acknowledge and
learn from setbacks.
7) Celebrate successes.
8) Anticipate future changes.
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
32
Just as organizations go
through a change process…
so do individuals.
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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“It’s not so much
that we’re afraid of change
or so in love with the old ways,
but it’s that place in between
that we fear…
It’s like Linus when
his blanket is in the dryer.
There’s nothing to hold on to.”
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
34
Roles in Change
1. Change Sponsor
2. Change Agent
3. Change Target
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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Predictable Paths through
Change
1. Denial
2. Resistance
3. Exploration
4. Commitment
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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3 Reactions to Change
Body
Mind
Emotions
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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3 Emotional Reactions to
Change
Excitement
Fear
Anger
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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Manifestation of Reactions
1. Lone Ranger - internalizes, tries to go it alone
2. Toxic Dripper- complains, promotes negativity
3. Eager Beaver - ready, excited, jumps the gun
4. No Problem
- laid back, “go with the flow”
5. “Make My Day”
- vengeful, angry, hostile
6. Comic - uses humor to distract/lighten the
mood
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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Manifestation of Reactions
7. Deliberator - logical, considers all factors or
options
8. Chicken Little- panics, adds to the chaos
9. Dreamer - quietly idealistic, expects the best
10. Woe is Me- depressed, feels sorry for self
11. Ostrich - head in the sand, pretends, denies
12. Boy/Girl Scout - prepared, knows what to do
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
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Personal Power Grid
CAN CONTROL
CANNOT CONTROL
TAKE
ACTION
MASTERY
FRUSTRATION
NO
ACTION
GIVING UP
LETTING GO
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
41
Dealing with Change Personally
1. Determine how the League has Changed and
reorder your __priorities .
2. Put
yourself
in charge of dealing
with your own stress related to change.
3. Invest your energy in making _quick__
adjustments to change.
4. Don’t indulge in
self pity .
5. Take pride that the Junior League has the
__resiliency to withstand change.
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
42
Dealing With Change Personally
6. Nobly _accept_ what you cannot change.
7. Pick battles big enough to
small enough to win.
8. Don’t obsess
might happen.
count
and
about bad things that
9. Keep others _informed__ about changes.
10. Keep a
positive
attitude!
“Change ” (V2) courtesy: HULL & ASSOCIATES (407) 628-0669 www.HULLONLINE.com
©2003 all rights reserved
43
Thank you!
Mimi Hull, Ph.D.
HULL & Associates
225 S. Swoope Avenue Suite 210
Maitland, Florida 32751
Phone 407 628-0669, Fax 407 539-2133
E-mail: drmimi@hullonline.com
web site: www.hullonline.com