Building Commitment for Planned Change Michael J. Colburn, PhD, PE
Why is change difficult
Discomfort Uncertainty Implied certainty of the status quo Mistrust
Michael J. Colburn PhD, PE2
Session Objectives
To learn the importance of listening to three critical voices.
To learn how to use five diagnostic questions to support a change friendly environment.
To learn six important lessons of successful planned change.
To learn ways to build high commitment for change in a team environment.
Michael J. Colburn PhD, PE3
A Guiding Principle
High commitment is enhanced when there is a truly collaborative relationship among the stakeholders in the change initiative.
No fake input meetings
Michael J. Colburn PhD, PE4
Questions to Ask
What’s working? What do we do to add value?
What are your needs and expectations for us?
What are the measures that tell us we are meeting (exceeding) your expectations?
What can we do to improve?
Michael J. Colburn PhD, PE7
85%+ of performance problems are the result of poor systems and processes. (W. Edwards Deming)
The Voice of the Process
Michael J. Colburn PhD, PE8
Process Mapping
Bring together process members.
Facilitate the building and display of current process (visible display)
Ask “Where does the process breakdown?”
Send process map to team for ongoing analysis.
Build future state process map. Continue engagement.
Michael J. Colburn PhD, PE9
Enlightened Leadership QuestionsReference: Enlightened Leadership by Oakley, E. & Krug, D.
1. What’s working?
2. Why is it working?
3. What do we want to accomplish (our purpose)?
4. What benefits will be achieved?
5. What do we need to do more of, better or differently to achieve our purpose?
Michael J. Colburn PhD, PE11
The Power of Questions
Focus Forward
Change Resistant to Change Friendly
Michael J. Colburn PhD, PE12
ObstaclesTo
Avoid
ResultsTo
Achieve
Turning Data into Information
Surveys – Establish ground rules for communication and
analysis.– Make sure you are asking the right questions. – Collect in groups if feasible.– Bring together people people to analyze the
information.
At best you have created some useful hypotheses
Michael J. Colburn PhD, PE13
Turning Data into Information
Critical Incidents– “Think back over the past 30 days ….”– Let people tell their stories.
Hang Out– Experience the context.– Absorb the cultural information.
One question to ask ……
Michael J. Colburn PhD, PE14
Michael J. Colburn PhD, PE15
Critical Steps for Planned Change
Identify opportunity. Bring together key stakeholders. Determine information/data needs. Gather and analyze information/data. Create and agree on improvements. Create and implement action plans. Evaluate and adjust ---- standardize.
Michael J. Colburn PhD, PE16
Lewin’s Force Field Analysis
Driving Forces Impeding Forces
Current Desired State State
Michael J. Colburn PhD, PE17
Lewin’s Force Field Analysis
Driving Forces Impeding Forces
Current Desired State State
Michael J. Colburn PhD, PE18
Lewin’s Force Field Analysis
Driving Forces Impeding Forces
Current Desired State State
Michael J. Colburn PhD, PE27
Support Continuum
High Negative Energy
Little or no Energy
Some Positive Energy
High Positive Energy
ActiveResistance
PassiveResistance
Compliance Commitment
I’ll work to change the direction of this misguided effort
I’ll do it if you push me.
I’ll do it to support you. It’s my job.
I’ll do it. It’s my mission.
Michael J. Colburn PhD, PE30
Minimize power differentials
Make process visible. Agree on ground rules. Be sensitive to physical cues. Manage the formal leader. Allow humor to surface.
Michael J. Colburn PhD, PE31
Encourage constructive conflict
Focus on the issue – not the person. Focus on interests – not positions. Check on needs & opinions – straw votes. Make sure the unspoken is spoken. Build consensus.