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Overcoming Resistance to Change Using Push and Pull Approach

Overcoming Resistance to Change Using Push and Pull Approach. Objectives. Gaining Buy In Lone Nut or First Follower? Push Pull Change Process Relationships Clarity Engage Environment Delivery Clarity - Your Self Assessment. Are you the lone nut?. Or are you the First Follower?.

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Overcoming Resistance to Change Using Push and Pull Approach

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  1. Overcoming Resistance to ChangeUsing Push and Pull Approach

  2. Objectives • Gaining Buy In • Lone Nut or First Follower? • Push Pull Change Process • Relationships • Clarity • Engage • Environment • Delivery • Clarity - Your Self Assessment

  3. Are you the lone nut? Or are you the First Follower? To get change you need to get your key followers onside

  4. Relationships are changing the way we do business New ways to get things done Command and Control

  5. Push and Pull Influencing Styles

  6. Clarity – Sense of Purpose Create a burning platform Create an attractive future

  7. Clarity – New goals and strategy Shift belief and identity Set and get buy-in to new goals

  8. Clarity – Ways of Working What are we passionate about? Agree behaviours and values

  9. ARCADIS UK • Grown by acquisitionand had no clear identity • Had to lose 300 of 800 people in the UK business • Engaged 50+ key people across the UK to:- • Understand the culture • What needs to be fixed • New identity and culture • ID improvement projects • IT project key to process

  10. Our Purpose is: “To proactively identify and deliver projects that add real value to the business” Overall change objective: “Move from being a cost centre to being a business service centre”

  11. Our job (purpose): “Is to get 39 trains into service every day” Bombardier Transportation, Victoria Line

  12. Clarity – Creating open leadership Drive leadership from top Empower self leadership

  13. Engage – Creating followers Launch key change initiatives Celebrate what’s worked

  14. Engage – Communicate at all levels Constant communication Identify the key role models

  15. Engage – Teaching and Coaching Coach your talent to deliver Highlight failings, debrief, act

  16. Environment – Process and Networks Re-design to get enabling processes and procedures Build effective human networks and innovation

  17. Delivery – Align Strengths and Skills Make better use and application of strengths Improve key skills required and address weak areas

  18. Delivery – Accountability and Measures Have clear KPI’s signposted Be outcome focused

  19. Delivery – Drive for Results Raise team performance Results only work environment

  20. Clarity – Your Self Assessment Do you have clarity for change, your project or team? • Vision and Purpose? • Agreed goals/deliverables? • Agreed ways of working? • Aligned to other teams? • Desired reputation?

  21. Recap on what change needs…. • The “First Followers” • Clarity: sense of purpose, agreed goals and deliverables • Engagement: key players, empower, motivate, flex your styles • Environment: framework to allow people to succeed • Delivery: focus on outcomes and results

  22. Are you a Lone Nut or a First Follower? Interested in taking action? • 1:1 session PM Today • Follow up call/meeting Adrian Woodstock Cultivate Talent www.cultivatetalent.co.uk Adrian.woodstock@cultivatetalent.co.uk

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