Agile camp2017 change
- 4. • Change Define: “Make or become different”
- 8. The Elephant, The Rider and the Path
- 10. Switch: How to Change When Change is Hard Dan Heath and Chip Heath Influencer: The New Science of Leading Change Joseph Grenny and Kerry Patterson
Editor's Notes
- #3: Did anything stand out for you?
- #4: Poll Title: In one word describe your feeling when you hear the word change. https://www.polleverywhere.com/free_text_polls/cwVp0fiNLVkVE9t
- #5: Activity – Cross your arms. Now cross them the other way How did it feel when you were asked to cross your arms the other way? Did it come naturally or did you have to stop and think about it?
- #6: What makes people resistant to change?
- #7: Poll Title: In one word what makes people resistant to change? https://www.polleverywhere.com/free_text_polls/M6JCrmi5Pfp8hP9
- #8: Impacts of change Excitement Entrepreneurial Anger Confused Resist Video – GE ideas are scary https://www.youtube.com/watch?v=sfmQvc6tB1o Influencer story – After WWII, the women were moved from kitchens to waitress. Anger, disrespect between waitresses and vets in the kitchen. Observer rather than focusing on behavior, looked at thing, looked at space/environment and put order stand between kitchen and restaurant. First in/First out, fixed relationships and now what we know as the order spinner. Change is not a people problem
- #9: Maybe this video as well…https://www.youtube.com/watch?v=obTCM4hBCk4 One method from Switch by Dan and Chip Heath: Direct the Rider – What looks like resistance is usually a lack of clarity. If the Rider doesn’t know where to go, they spin the Elephant in circles. To direct the rider, create a crystal clear vision of the outcome. This includes when or how much, along with a specific set of actions and tactics to get there. Bright spots – investigate what’s working and clone it. Critical moves – don’t think big picture, think in terms of specific behaviours Destination – change is easier when you know where you’re going and why it’s worth it Activity – Destination Postcard – take a few minutes to fill out the postcard on the table in front of you. Motivate the elephant - What looks like laziness is often exhaustion. Make your audience feel the need for change. Analytical appeals don’t cut it. Knowing is not enough. Get beyond the knowing and make it possible for people to feel the impact. Win the heart and the mind follows. Feeling – knowing something isn’t enough to cause change. Make people feel something Shrink – break down the change until it no longer spooks the elephant Grow – cultivate a sense of identity and instill the growth mindset Shape the path - What looks like a people problem is often a situation problem. Make it easy to embrace the change. Make instructions simple with step-by-step guidance. Provide support groups. Create training. Pair people up with mentors. Create peer pressure and social proof. Behavior is contagious. Tweak – when the situation changes, the behavior changes, so change the situation Build – When behavior is habitual, it’s “free” – it doesn’t tax the rider. Look for ways to encourage habits. Rally – Behaviour is contagious. Help it spread. Start small What can YOU Control Long term goals/immediate goals Complaining is NOT a strategy for dealing with change Activity – Go back to your Destination Postcard Now script your critical moves necessary for your destination.
- #10: You will never embrace change if you can’t let things go. Use history to learn and grow, but don’t fall back to history. Focus on what you can control