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Understanding How People Change: Leading Diversity Transformation

This resource delves into the nuances of change leadership, debunking common misconceptions and emphasizing the importance of personal relationships in driving successful transformations. Learn about the critical role of connectors, sponsors, and innovators in navigating diverse perspectives when implementing change initiatives across organizations.

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Understanding How People Change: Leading Diversity Transformation

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  1. Understanding How People Change: A Diversity Issue Mary Lynn Manns Department of Management & Accountancy

  2. Common misconceptions ofchange leaders • Policies will address most of our issues • Laws & rewards treat symptoms, not the underlying causes • What is needed?... a fundamental change in thinking and behaving • We can persuade people with well-prepared presentations and “elevator speeches” • relate to the concerns of the individuals • Just the facts, ma’am • The facts provide only knowledge knowledge – persuasion – decision – implementation – confirmation

  3. Leading change…it’s about relationships • Change happens one individual at a time. • Relate to what’s going on in the other person’s head, not in yours. (R.N. Bolles, What Color is Your Parachute?) • What separates those who achieve from those who do not is in direct proportion to one’s ability to ask for help. (D. Keough, former president of Coca-Cola)

  4. Guru on Your Side Champion Skeptic Early Majority Bridge-Builder Early Adopter Connector Local Sponsor Innovator

  5. Innovator • New stuff is cool! • Venturesomeness is almost an obsession • Can cope with a high degree of uncertainty • A (temporary) gatekeeper for the change • Not a good “opinion leader”

  6. Early Adopter • This is interesting, but I want to hear more. • Known for successful, discrete use of new ideas • Respected • Good opinion leader

  7. Early Majority • What do other people think? • Are risk-adverse and want to know the experiences of others • Provide a link to interpersonal networks

  8. Bridge-Builder • Pair those who have accepted the idea with those who have not • Homophily: similar beliefs, personality, lifestyle • Spreads message among similar people

  9. Connector • Communicates with many different types of people • Heterophily allows an idea to spread vertically • “Weak ties”(Granovetter, 1973)

  10. Guru on Your Side • Has the ear of managers and non-managers alike • May be “delicate” to convince • Can make or break your efforts

  11. Local Sponsor • Can provide support and resources • Use • [Whisper in the General’s Ear] • [Guru Review] • [Tailor Made]

  12. Champion Skeptic • Rather than fearing or avoiding the skeptics, respect what they have to say [Fear Less] • Consider giving them an official role in the change initiative

  13. Summary… • People are diverse even when adopting change • If we learn about this diversity, we can: • persuade each person in the most effective way [PersonalTouch] • involve each person in the change initiative [Involve Everyone] • develop a [Group Identity] • If you and I were exactly the same, one of us would not be necessary.

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