1 / 31

Making change happen and stick

Making change happen and stick. Jim Loft HR Consultant. About me …. Graduate Chemist Worked in laboratories, technical service, quality, manufacturing, learning and development …. and then over 20 years in HR

shae
Download Presentation

Making change happen and stick

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Making change happen and stick Jim Loft HR Consultant

  2. About me …. • Graduate Chemist • Worked in laboratories, technical service, quality, manufacturing, learning and development …. and then over 20 years in HR • Supported most functions of a large blue chip multinational company, including; Manufacturing sites, R&D, IT, Finance, Sourcing, six sigma, engineering …. and EHS. • Currently Chair of the SW Wales Branch of the CIPD

  3. About me and change…. • Studied the processes of change • Worked in unionised and non-unionised locations • Involved with and led organisational change from minor tweeks right up to factory closures • Coached and counselled senior managers through all aspects of change

  4. What you will get out of this …. • A broad picture of change • A way of focusing on what’s important

  5. What’s to come …… • Thoughts on change – Setting the scene • Models of change – The meat and potatoes part • Common key points – Sorting the wheat from the chaff • What that means in practice – Gems of wisdom (maybe) • Sum up

  6. Starting with some ……. Thoughts on Change

  7. Thoughts on change “They always say time changes things, but you actually have to change them yourself.” ― Andy Warhol, The Philosophy of Andy Warhol “Everyone thinks of changing the world, but no one thinks of changing himself.” ― Leo Tolstoy

  8. Thoughts on change • A lot has been written about change. If you Google ‘Models of change’ you get literally thousands of results …… • This means people must find it; a) interesting (to want to write about it) b) important (to think other people will want to read about it) • This probably also means it isn’t easy!

  9. Some views people have taken on ……….Models of change

  10. So many models of change!

  11. People change curve

  12. Kotter model of change

  13. Kotter model of change

  14. Kotter model of change

  15. Kotter model of change

  16. Different Motivations model Away from ….. ….. towards Higher motivation to get away when close Lessening motivation as move away Lower motivation to get towards when far away Increasing motivation as move towards

  17. Kotter model of change

  18. Kotter model of change

  19. With vision anything is possible!

  20. Kotter model of change

  21. Kotter model of change

  22. Kotter model of change

  23. The art of winning • A volunteer is worth 10 pressed men • Retaliate before your opponent scores • Success has many parents, but failure is an orphan

  24. Kotter model of change

  25. Kotter model of change

  26. Don’t leave people feeling like this!

  27. Now, let’s summarise the key points ……..

  28. Key points • 1. Above all, communicate a motivating and enthusiastic reason for change at the start. Answer the question in people’s minds “What does it mean for me?” • 2. Knowing where you’re going is important but it isn’t a substitute for listening first to other people’s ideas about where the destination should be. • 3. People who are not involved with change will be, at best, dead weight but more likely they will be resistant or even hostile to it. Remember, each recruit to help is also one less enemy. • 4. Ignorance = resistance. It is almost impossible to over communicate. Any vacuum of knowledge will be filled by someone supposing they know, and they usually come up with something much more threatening than the true facts.

  29. Key points • 5. People work best with something to do. Let people know their part and give them as much freedom to act as you possibly can. • 6. Nothing wins like a winner, take any short term gains you can along the way to maintain momentum. Shout successes from the rooftops. • 7. The leader of change must not let up or take their eye off the ball. This either creates a very negative view where people feel manipulated (they think the reasons for change were not really as important as they were told), or else it promotes complacency and leaves the job only half done. Either way it makes the next change much harder to initiate (avoid creating a ‘flavour of the month’ management style). • 8. Don’t tolerate slippage. If the change was so important to achieve, it must be worth measuring and defending.

  30. What this means in practice Always involve people in change; When generating ideas When communicating plans When taking actions When recognising successes When making change stick

  31. Sum up …. • A lot of things have been said about change • There are thousands of models for achieving change • The Kotter model of change is very popular • The steps to achieving sustainable change all involve people • Change = People

More Related