CMMA Notes: J.T. Knudsen on Change in Organizations

Gaining Change Skills: Who Moved My Cheese?

Part Two

Speaker Image

J.T. Knudsen

Red Tree Leadership & Development

“75% of corporate change initiatives fail.”

– Harvard Business Review

Typical Manager’s Reaction When Things Aren’t Working

They hit the MORE button:

  • More time
  • More money
  • More resources
  • Until finally you hit the panic button

The button that should be pressed is the HOW (or question) button.

Ask Better Questions

  • What can we do about this?
  • What do you think?
  • What is stopping us right now?
  • Do we have a clear vision of what we are aiming for?

Simple is Better

The more easily you can explain change to someone, the better

When is Change a Good Idea?

When it is your idea

How Do You Get Your Idea to Be Their Idea?

Ask questions

What does “on-board” really mean?

  • What they want lines up with what the company needs
  • They are engaged and spending their time on things that matter
  • They communicate positively with each other about their work and the desired outcome

Every company has a strategy, but nearly every strategy requires change

Critical Questions to Ask:

  • How important is making this change to the organization?
  • What would those in positions “above you” say about the priority of the change?
  • How actively are people in the organization working to make the change happen?
  • What is the size of this change for the organization?

Big Idea #1

Most Results Require Change

Most Companies Think They Are Good at Change:

  • “We hire people who are skilled at change”
  • “We deal with change all the time. It is not a problem”
  • “Change is what we do”

Employees who understand why the company is changing

46%
54%
Yes
No

Employees who think the change requires them to do something differently

32%
68%
Yes
No

Employees who think the change will make things better or worse for the company

28%
72%
Better
Worse

Employees who think the change will make things better or worse for themselves

12%
88%
Better
Worse

Companies don’t change, people do.

One Approach

  • Elaborate planning
  • Detailed timelines
  • Memos, emails, meetings
  • Wait to see improvement
  • More meetings to figure out what’s wrong

A Different Approach

  • Do people understand what’s changing and why?
  • Do people know how they fit in?
  • Do people imagine gaining or losing?
  • Is progress of the change being measured and how?

Understanding What’s Changing and Why

  • First, make a case for the change (moving from > moving to)
  • Cascade message down in the correct manner (otherwise the telephone effect happens)

Moving From > Moving To

Our organization is moving from this to this.

Talking Back

  • Give people the opportunity to discuss it, evaluate it, and weigh in
  • Although most change is dictated, buy-in is 100% conditional on the individual
  • Ownership is everything

Your Thoughts?

How has your organization handled change initiatives? Which approach do you think works better?

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