[/av_textblock] [/av_one_half][av_one_half min_height=” vertical_alignment=’av-align-top’ space=” row_boxshadow=” row_boxshadow_color=” row_boxshadow_width=’10’ custom_margin=” margin=’0px’ mobile_breaking=” min_col_height=” padding=” svg_div_top=” svg_div_top_color=’#333333′ svg_div_top_width=’100′ svg_div_top_height=’50’ svg_div_top_max_height=’none’ svg_div_top_flip=” svg_div_top_invert=” svg_div_top_front=” svg_div_top_opacity=” svg_div_top_preview=” svg_div_bottom=” svg_div_bottom_color=’#333333′ svg_div_bottom_width=’100′ svg_div_bottom_height=’50’ svg_div_bottom_max_height=’none’ svg_div_bottom_flip=” svg_div_bottom_invert=” svg_div_bottom_front=” svg_div_bottom_opacity=” svg_div_bottom_preview=” border=” border_style=’solid’ border_color=” radius=” column_boxshadow=” column_boxshadow_color=” column_boxshadow_width=’10’ background=’bg_color’ background_color=” background_gradient_direction=’vertical’ background_gradient_color1=’#000000′ background_gradient_color2=’#ffffff’ background_gradient_color3=” src=” background_position=’top left’ background_repeat=’no-repeat’ highlight=” highlight_size=” animation=” link=” linktarget=” link_hover=” title_attr=” alt_attr=” mobile_display=” id=” custom_class=” template_class=” aria_label=” av_uid=” sc_version=’1.0′] [av_heading heading=’Embracing Change’ tag=’h3′ style=” subheading_active=” show_icon=” icon=’ue800′ font=’entypo-fontello’ size=” av-medium-font-size-title=” av-small-font-size-title=” av-mini-font-size-title=” subheading_size=” av-medium-font-size=” av-small-font-size=” av-mini-font-size=” icon_size=” av-medium-font-size-1=” av-small-font-size-1=” av-mini-font-size-1=” color=” custom_font=” subheading_color=” seperator_color=” icon_color=” margin=” margin_sync=’true’ padding=’10’ icon_padding=’10’ headline_padding=” headline_padding_sync=’true’ link=” link_target=” id=” custom_class=” template_class=” av_uid=’av-ldes94bc’ sc_version=’1.0′ admin_preview_bg=”][/av_heading] [av_hr class=’invisible’ icon_select=’yes’ icon=’ue808′ font=’entypo-fontello’ position=’center’ shadow=’no-shadow’ height=’20’ custom_border=’av-border-thin’ custom_width=’50px’ custom_margin_top=’30px’ custom_margin_bottom=’30px’ custom_border_color=” custom_icon_color=” id=” custom_class=” template_class=” av_uid=’av-ldes9dpr’ sc_version=’1.0′ admin_preview_bg=”] [av_textblock size=” av-medium-font-size=” av-small-font-size=” av-mini-font-size=” font_color=” color=” id=” custom_class=” template_class=” av_uid=’av-ldes8rvi’ sc_version=’1.0′ admin_preview_bg=”] Embracing Change Webinar
They say that in life there are only two certainties: death and taxes. I would say there’s a third certainty; Change.
Let’s challenge that change is a bad thing and that certainty, normality and predictability are your friends. It may even be that change is so positive, you will want to embrace it at every opportunity.
Embracing change is personal, to the individual and to the business, because of the unique context, paradigms, mindset and skills we all possess.
CHANGE MINDSET
“If you change the way you look at things, the things you look at change” Dr Wayne Dyer
“The greatest discovery of all time is that a person can change their future by merely changing their attitude” Oprah Winfrey
“You will find that it is necessary to let things go; simply for the reason that they are heavy” C. JoyBell C.
“Be the change you wish to see in the world” Mahatma Gandhi
“Change before you have to” Jack Welch
“5 Step Change Mindset:
Challenge your limiting beliefs
Face your fears
Shift your perspective
Change your self-talk
Get support”
tonyrobbins.com
What Is NOT a Change Mindset:
Only use positive words when talking
Push out all feelings that aren’t positive
Use words that evoke strength and success
Practice positive affirmation
Direct your thoughts
Believe you will succeed
Analyse what went wrong
Give yourself credit
Evaluating Why Change?
Background – What current problems need to be solved? How did we get here?
Current State- Where are we now? Why is what we’re doing currently not working?
What opportunities are being missed?
Risks of Not Taking Action – What future problems are anticipated if no action is taken? What is the impact to the organisation?
Benefits of Taking Action – What are the benefits of making the change? What is the impact to the organisation?
berkeley.edu
CHANGE SKILLS
“True life is lived when tiny changes occur” Leo Tolstoy
“Change management is the process organizations launch to improve current performance, seize new opportunities or address key issues” Haiilo.com
“62% of employees don’t like leaving their comfort zone” forbes.com
“To improve is to change; to be perfect is to change often” Winston Churchill
5 Change Management Models to Consider for Your Business
Kotter’s Change Management Model
McKinsey’s 7S Change Management Model
ADKAR Change Management Model
Kübler-Ross 5 Stage Change Management Model
Lewin’s Change Management Model
Focusing on People – Kübler-Ross 5 Stage Change Management Model
Denial – Employees are not willing, are resistant or unable to accept change. They don’t want to believe that change is happening or that there is a need for change
Anger – When the news of a change is first received, anger follows as they suddenly realise that the change is actually happening
Bargaining – Employees try to get to the best possible solution out of the situation and bargaining is an attempt to avoid ending up with the worst-case scenario
Depression – When employees realise that bargaining is not working, they may lose faith, become demotivated and unsupportive of the business
Acceptance – When employees realise that there is no point in fighting change anymore, they may finally accept what is happening and resign themselves to it
7 Rs Model
The REASON behind the change?
RISKS involved in the requested change?
RESOURCES required to deliver the change?
Who RAISED the change request?
RETURN required from the change?
Who is RESPONSIBLE for creating, testing, and implementing the change?
RELATIONSHIP between suggested change and other changes?
ntaskmanager.com
5 Steps in the Change Management Process
Prepare the Organisation for Change
Craft a Vision and Plan for Change
Implement the Changes
Embed Changes Within Company Culture and Practices
Review Progress and Analyse Results
hbs.edu
Change Process Facilitation
“The most prominent types of change management tools are planning-oriented tools, IT-oriented tools, and employee-oriented tools” userguiding.com
“Change management software tools are applications that companies use during periods of organisational change to make the process as smooth and seamless as possible for employees, managers, and customers” whatfix.com
“Hit your change and transformation targets through analytics” thechangecompass.com
Don’t Just
Don’t just learn, experience.
Don’t just read, absorb.
Don’t just change, transform.
Don’t just relate, advocate.
Don’t just promise, prove.
Don’t just criticize, encourage.
Don’t just think, ponder.
Don’t just take, give.
Don’t just see, feel.
Don’t just dream, do.
Don’t just hear, listen.
Don’t just talk, act.
Don’t just tell, show.
Don’t just exist, live.
Roy T. Bennett, The Light in the Heart
Deeper Dive Change Management Toolkit
Click to access change_management_toolkit.pdf
This webinar is part of http://marketingcollege.com/events series
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