Monday, 25 June 2018

Follow a change process

I'm currently presenting and hosting a series of master-classes as I complete the writing of this final book in a trilogy.

Learn more about the master-classes held in Ballarat on the fourth Wednesday of every month.

Each master-class is standalone and is on one of the 12 fundamentals of law of the farm leadership aka fully human leadership.

The 12 are pictured at the bottom of this post along with a link to the pulse check where you can assess where you're at and where you can move to in each of the 12 as well as the 5 foundations and 5 faces.

This post is the Follow a change process chapter of the book.

In a nutshell

Change management for me is one of the three great oxymorons in business. The other two are strategic planning and performance management.

Change and performance can’t be managed. They can be led. Your strategy and your execution plan are joined at the hip however they are both very different and must be determined individually.

To lead change we need a change process. Mine is pictured below. This was addressed in the Appreciative Leader handbook. There are several exercises in the companion resources web page to the handbook that will help you to master this process or develop and master your own. You'll find a a link to this companion resources web page here. 

The key to success in following a change process is three-fold:

1) asking the right questions of the right people at the right time for them,
2) listening intentionally for their answers, and
3) understanding and utilising the power of silence.

The comparison models below are taken from a LinkedIn article by innovation guru Dr. Amantha Imber. Access her original article via the companion resources web page.

Perhaps the most famous change process of all is Joseph Campbell’s The Hero’s Journey. Pictured below is one version of this:


3 recommended actions

1) Meet with your team this week and schedule taking the actions relevant to the above change process that are at The Appreciative Leader handbook companion resources web page. You’re looking for the Appreciating what is (Sparkenation 15) and 'Shifting from reality (what is) to Possibility (What Can Be)’ (Sparkenation 16) exercises.

2) At a to be scheduled team meeting discuss other uses of the change process or whether or not you should create and use your own process.

3) Choose a theme song for team meetings and always play it at the start of every meeting to get into the state right for the team. Encourage team members to choose songs and regularly change them.

Recommended Deep work

1) Ready and apply in your own best way my ebook ’19 Really Useful Techniques for making difficult conversations history’.

2) Read and apply in your own best way my ebook ‘The great questions remarkable leaders often ask’

You’ll both these ebooks via the companion resources web page.

3) Decide together as a team how you will incorporate the teachings of the above ebooks in your own best way to uplift your culture.

Be remarkable.
Ian

PS In the last 3 blog posts we've explored one area from each of the three sections pictured below of the 12 fundamentals of law of the farm leadership aka fully human leadership. Here's a pulse check to see where you're at and where you could move to in the 3 areas:

I encourage you to share your progress at a first Monday of the month Accountability Accelerator.

Below are the other fundamentals.

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