The Third Leadership Skill Col Harry LeBoeuf, USAF (ret)

1. The Third Leadership Skill Col Harry LeBoeuf, USAF (ret)

2. Adapt

5. iRespond Question Multiple Choice F BC12CE24-82BE-F24B-BFE1-6C8BFD852517 I’ve had worse jobs than these! A) True B) False C.) D.) E.)

6. Change Leader’s Mindset

7. iRespond Question Multiple Choice F BC12CE24-82BE-F24B-BFE1-6C8BFD852517 Do you like Change? A) Yes B) No C.) D.) E.)

8. iRespond Question Multiple Choice F BC12CE24-82BE-F24B-BFE1-6C8BFD852517 Do your people like Change? A) Yes B) No C.) D.) E.)

9. Change Leaders Mindset • Change is here to stay. • If it ain’t broke – break it! • No news is not good news during change.

10. Change Leaders Mindset • Change is a personal issue, not an intellectual issue. • People do not fear change, but the loss associated with the change. • It’s impossible to work out all the details before a change initiative.

11. Change Leaders Mindset • It’s impossible to keep everybody happy during changes. • We must remember the most adaptable survive. • Our job is to make the changes work.

12. 3 Reasons Why Organizations Fail Inability or unwillingness to: • Reject conventional wisdom. • Embrace unconventional realities. • Transform systems, practices, and procedures.

13. iRespond Question Multiple Choice F Of the three below, I most fear my organization’s inability or unwillingness to: 50FFBD7B-9AA3-2A4C-9F04-9CB6D127856F A) Reject conventional wisdom B) Embrace unconventional realities C) Transform systems, practices, or procedures D.) E.)

14. How to Catch a Monkey

15. Ability to Change (Skill) Low High You 1 2 3 4 5 6 7 Team 1 2 3 4 5 6 7 Front-line1 2 3 4 5 6 7 Change Readiness Scale Willingness to Change (Attitude) You 1 2 3 4 5 6 7 Team 1 2 3 4 5 6 7 Front-line 1 2 3 4 5 6 7 Low High

16. “But the core of the matter (leading change) is always about changing behavior of people, and behavior change happens in highly successful situations mostly by speaking to people’s feelings.” John Kotter, Author Leading Change and The Heart of Change

17. Leading Change Model

18. Positive Negative Change Event

19. Positive Change Event Stage 1: Excitement • Reinforce the idea • Prepare for hurdles

20. Positive Change Event Stage 1: Excitement • Stage 2: Doubt • “OK” the feelings • Provide direction

21. Positive Change Event Stage 1: Excitement • Stage 2: Doubt Stage 3: Hope • Acknowledge progress • Provide support

22. Positive Change Event Stage 1: Excitement • Stage 2: Doubt Stage 3: Hope Stage 4: Commitment • Celebrate success • Recognize growth • Prepare for next change

23. Positive Negative Change Event Stage 1: Excitement Stage 1: Denial • Ask “What Hurts”? • (Re)confirm the change • Stage 2: Doubt Stage 3: Hope Stage 4: Commitment

24. Positive Negative Change Event Stage 1: Excitement Stage 1: Denial • Stage 2: Resistance • Stage 2: Doubt • Let them vent • Encourage attempts Stage 3: Hope Stage 4: Commitment

25. Positive Negative Change Event Stage 1: Excitement Stage 1: Denial • Stage 2: Resistance • Stage 2: Doubt Stage 3: Acceptance Stage 3: Hope • Catch them doing it right • Tolerate mistakes • Set short-term goals Stage 4: Commitment

26. Positive Negative Change Event Stage 1: Excitement Stage 1: Denial • Stage 2: Resistance • Stage 2: Doubt Stage 3: Acceptance Stage 3: Hope Stage 4: Commitment Stage 4: Commitment • Celebrate success • Recognize growth • Prepare for next change

27. Positive Negative Change Event Change Event Stage 1: Excitement Stage 1: Denial • Stage 2: Resistance • Stage 2: Doubt Stage 3: Acceptance Stage 3: Hope Stage 4: Commitment Stage 4: Commitment

28. Ten Keys to Leading Transformational Change • Mark the passage of the old ways. Remember the glory of the past, but promise a better future. Celebrate the new way through stories, and heroes, successes. • Establish a sense of urgency. Avoid analysis paralysis.

29. Ten Keys to Leading Transformational Change • Go where the energy is. Find groups already moving in the right direction. Make them your heroes. • Create risk-taking teams. Be tolerant of mistakes but intolerant of inaction

30. Ten Keys to Leading Transformational Change • Transfer ownership for success. Emancipate – don’t abdicate. • Create positive momentum through quick successes. Aggressively go for the low-hanging fruit. When successful, transfer that energy to tougher challenges.

31. Ten Keys to Leading Transformational Change • Re-recruit your peak performers. Don’t ignore or overload your best people. Remind and reinforce their value to your organization • Champion your purpose. Justify the struggle. Find a thousand ways to say the same thing.

32. Ten Keys to Leading Transformational Change • Focus on results – not overcoming resistance. Remember that results beget results beget results… • Keep your perspective. Maintain your humor and joy. Remember – even God cannot please everybody.

33. My Action Plan List 2-3 actions to take your Adapting To a Higher Level

34. Ropella Leadership Transformation ROPELLA can help you improve productivity and the bottom line, as well as the morale and loyalty of your employees. We can give your organization a true “line-of-sight” communication from the boardroom to the front line. Give ROPELLA a call today and we will help you grow your great company! www.Ropella.com 850.983.4777