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Become a Badass, Big-Hearted Change Agent
@LoisKelly | @RebelsatWork | #RebelJam15 | June 26, 2015
THE CHANGE QUEST
About Me Facilitator, speaker Labor of love RebelsAtWork.com Marketing agencies Fortune 500 clients Foghound.com Writer NakedHearted.com August 2015
A Handbook for Leading Change from Within
Lois Kelly & Carmen Medina
REBELS AT WORK
“Rebels at Work is the essential guide to rocking the boat. From the trenches, Lois Kelly and Carmen Medina outline how to gain credibility, pitch ideas,
navigate politics, manage conflict, and maintain sanity.”— Adam Grant, Wharton professor and
New York Times bestselling author of Give and Take
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Students on city school
committee
AT&T equal pay for women
Digital marketing:
DATA
Social = biz vs. PR strategy
1972 1978 1994 2008 2010
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SEE NEED 5
Low Medium High
How well have I thought through a possible solution? How much value would this idea provide? Do I believe it’s possible? How much do I want to do it? Will other people support it?
Is the idea worth your effort?
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@Rebels at Work
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FACE WORRIES
Don’t let assumptions stop you from starting.
• Management probably won’t support or fund • I’ll be seen as a troublemaker if I did that • These people will never change • My boss will tell me to form a committee to study • I shouldn't’t have to be the one to do this
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• We can’t do that because…. • We can do that IF
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PREPARE
Understand the organization
What does the organization really care about in its gut?
Look for aspirations or anxieties
How do new ideas get approved?
Look at someone who has succeeded.
What does she/he do?
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EMOTIONAL HOOK
HOW THINGS WORK
What are people ready to do?
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What patterns are emerging?
1. What are the 3 most important things we’re noticing about this situation?
Source: Human Systems Dynamics Institute
SAME DIFFERENT
2. How do we want things to be the same of different in the future?
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3. What contradictions are we encountering? Places were people are stuck. Tension in the system. Is this a contradiction that can or should be solved?
Source: Human Systems Dynamics Institute
4. What has surprised us in the recent past?
Surprise shows pattern at work is shifting. Surprise is a signal that people are paying attention to this.
5. What are we going to do to make a difference in the near future?
What’s the right fix for right now?
Context: position within organization’s frame Emotion: superhighway to understanding Relevancy: why now? What’s urgency?
MISTAKE!!!! Logic, facts and figures
FRAME
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SUPPORT
Find your wild pack
…and support and caring packs
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CONFLICT
RESPONSE REAL MEANING YOUR RESPONSE
There are no resources It’s not a priority Acknowledge
How will THIS affect THAT in future?
Desire for certainty Unknowable
Where’s the ROI? How will we know it’s working?
Measures
Let’s develop some consensus on this
Uncertain of its merits What would it take to make you…
Why don’t you form a working group
I can’t be bothered with this but want to look supportive
Address reality and offer two alternatives
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Responding to common objections
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Conflict Negotiation • Go to the balcony: perspective • What’s it like to be them: song beneath the words • What we both want, value: shared purpose • What I want/need: clear next step
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Low Medium High How much value do most people think the idea provides? People want to support this idea Do I still believe it’s possible? How much do I still want to do it? Are the next steps about what has to be done clear?
REASSESS &
REFINE
Know when to quit
Succeed or quit
If you are the boss….
1. Be kind: Safety 2. Call bullshit and be called on bullshit:
Authenticity 3. Invite cognitive diversity: Creativity
Resources, newsletter, posts:
www.Rebelsatwork.com www.facebook.com/RebelsatWork
@RebelsatWork @LoisKelly
@Milouness