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USING visual thinking IN A LARGE SCALE organizational change PROCESS

USING visual thinking IN A LARGE SCALE organizational change PROCESS. Me … Lance Dublin. Working with organizations to assess, plan, design, and implement: corporate learning and e-learning strategies & programs large scale organizational and technological change initiatives

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USING visual thinking IN A LARGE SCALE organizational change PROCESS

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  1. USING visual thinking IN A LARGE SCALE organizational change PROCESS

  2. Me … Lance Dublin • Working with organizations to assess, plan, design, and implement: • corporate learning and e-learning strategies & programs • large scale organizational and technological change initiatives • new ways of working • Over 30 years of experience in adult education and training, motivation and innovation, communication and change leadership. • Founder and CEO of Dublin Group, a leading training development and change implementation company • Speaker at national and international conferences • Author

  3. Chief Solution Architect Creative Abrasionist

  4. You & Your Organization?/ Client? / Situation?

  5. ✔ Principles

  6. 1.

  7. Information & Tools Strategy Vision Skills, knowledge & competencies Attitudes &Behaviors Process Leadership ManagementStructures & Systems Culture

  8. 2. Source: Outland

  9. Greatest Generation: (60s) • Loyalty, dedication, sacrifice, honor, hard-work, compliance • Goal - To build a legacy • Baby Boomers: (50s) • Personal growth, youthfulness, equality, ambition, collaboration • Goal - To put their stamp on things • Generation X: (40s) • Independence, pragmatism, results-driven, flexibility, adaptive • Goal - To maintain independence in all areas of their lives • Generation Y/Millenials: (20-30s) • Confident, optimistic, civic minded, innovative, diversity focused, techno-savvy • Goal - To find work and create a life that is meaningful (Source: n-gen People Performance)

  10. 30% Logic + 70% Emotion

  11. 1. Anticipation of change; 2."Reality" of change sets in; 3. Letting go of the old; 4. Refocus on new; 5. Integration of new

  12. Source: Dennis Jaffe & Cynthia Scott

  13. 3.

  14. 4. Learning = Change

  15. Change = Learning

  16. Learning = Change Change = Learning

  17. “We now accept the fact that learning is a lifelong process of keeping abreast of change. And the most pressing task is to teach people how to learn.” Peter Drucker

  18. ✔ Approaches

  19. Muscle = Orders

  20. Coercion = Threats

  21. Compliance = Information

  22. Commitment = Involvement

  23. ✔ Models

  24. ✔ Models in Action

  25. John Kotter’s 8-Step Model

  26. ?

  27. Inform, Awareness COGNITIVE Integration, Commitment BEHAVIORAL REINFORCING Involvement, Engagement I3 Change Implementation Model

  28. Inform, Awareness COGNITIVE

  29. “If you ask me, the fire has the most potential, but it’s the smoke that has people talking.”

  30. Speeches • Memos • Newsletters • Magazines • MarCom Inform, Awareness

  31. Speeches • Memos • Newsletters • Magazines • MarCom Inform, Awareness SENSE

  32. ?

  33. Inform, Awareness COGNITIVE BEHAVIORAL Involvement, Engagement

  34. “It’s easier to ACT your way into a new way of THINKING, than THINK your way into a new way of ACTING.

  35. Speeches • Memos • Newsletters • Magazines • MarCom Inform, Awareness • Videos • Labs & fairs • Town meetings • One-on-one communication • Small group meetings Involvement, Engagement

  36. Speeches • Memos • Newsletters • Magazines • MarCom Inform, Awareness • Videos • Labs & fairs • Town meetings • One-on-one communication • Small group meetings Involvement, Engagement MEANING

  37. ?

  38. Inform, Awareness COGNITIVE Integration, Commitment BEHAVIORAL REINFORCING Involvement, Engagement I3 Change Implementation Model

  39. Speeches • Memos • Newsletters • Magazines • Team Meetings Inform, Awareness • Videos • Labs & fairs • Town meetings • One-on-one communication • Small group meetings Integration, Commitment • Embed in the work - Process • Embed in the role - Initiative • Embed in the culture - PM Involvement, Engagement I3Change Communications Model

  40. Speeches • Memos • Newsletters • Magazines • Team Meetings Inform, Awareness • Videos • Labs & fairs • Town meetings • One-on-one communication • Small group meetings Integration, Commitment • Embed in the work - Process • Embed in the role - Initiative • Embed in the culture - PM Involvement, Engagement I3Change Communications Model CULTURE

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