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Leading Fearless Change in Organizations

Leading Fearless Change in Organizations. Mary Lynn Manns manns@unca.edu www.cs.unca.edu/~manns Leadership Asheville       January 2010. What are your challenges in leading change?. A person needs two things in order to change….

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Leading Fearless Change in Organizations

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  1. Leading Fearless Changein Organizations Mary Lynn Manns manns@unca.edu www.cs.unca.edu/~manns Leadership Asheville      January 2010

  2. What are your challenges in leading change?

  3. A person needs two things in order to change… (1) tension between the present state and the desired state (2) a belief in the ability to change How do you, as the change leader, create these two?

  4. Attempting to persuade with…. Force treats the symptoms rather than the underlying causes Laws, directives, policies, etc. do not create a fundamental change in thinking and behaving

  5. Attempting to persuade with…. Fear : works in the short term • Too frightening to contemplate • People use coping mechanisms to “justify”

  6. Attempting to persuade…. but then you just give up and… Fix But what happens when the “fix” is gone?

  7. Attempting to persuade with…. Facts : provide knowledge knowledge – persuasion– decision – implementation – confirmation The mental activity at… … knowledge is cognitive (knowing) … persuasion is affective (feeling)

  8. Is there another ‘F’ wordthat can create a fundamental and sustainable change inthinking and behaving?

  9. Feelings… • Behavior change happens mostly by speaking to a people’s feelings.(John Kotter) • People will forget what you said, forget what you did, but not forget how you made them feel.(Maya Angelou) • Our emotions drive our decisions and then we use logic and reason to justify our decisions.

  10. knowledge–persuasion– decision – implementation – confirmation

  11. Knowledge:communicate information • Stress the core of your message • Elevator Speech • Just Enough • Concentrate on the possibilities • Small problems Step by Step; propose a strategy • Tackle preconceived notions • Myth Buster • Capture attention • Wake-up Call • Keep your message visible and frequent • In Your Space

  12. Persuasion:transform information into action • Create an Emotional Connection • Show a truth that influences feelings • Match your idea to needs • Personal Touch • Use stories rather than statistics • Allow people to imagine the future • Imagine That!

  13. Persuasion:transform information into action • Recognize what people are losing • Shoulder to Cry On • Address the fear • Fear Less • Build ownership • Group Identity • Express sincere thanks • Just Say Thanks

  14. Making an Emotional Connection Show a truth that influences their feelings

  15. Take-aways… • A person needs 2 things to change: • Tension between present state and desired state • Belief in the ability to change • Facts, Fear, Force, Fix do not provide this • Persuasion calls for an appeal to emotion rather than to logic • Help individuals feel something– inspire them to act.

  16. Leading change is hard, but… You miss 100% of the shotsyou never take.

  17. Leading Fearless Changein Organizations Mary Lynn Manns manns@unca.edu www.cs.unca.edu/~manns Leadership Asheville      January 2010

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