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Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
1
LEADING LEADING LEADING LEADING LEADING LEADING LEADING LEADING
TRANSFORMATIONTRANSFORMATIONTRANSFORMATIONTRANSFORMATIONTRANSFORMATIONTRANSFORMATIONTRANSFORMATIONTRANSFORMATIONHow to Set Up YourHow to Set Up YourChanges for SuccessChanges for Success
Linda Ackerman Anderson, Being First, Inc.Linda Ackerman Anderson, Being First, Inc.
March 2, 2011March 2, 2011
PurposePurpose
To increase your ability to lead transformation successfully by:
• Learning how to consciously set up your changes for success through addressing the people and process dynamics of transformation
• Developing an understanding of the CLR process model and how to apply it to further your change project
• Understanding the power of enterprise-level change leadership and its strategic disciplines
• Developing your mindset and skills as a change consultant and leader
• Introduction
• Foundations for Successful Change Leadership
� Critical Focus Areas: Content, People, and Process
� Three Types of Change
� The Conscious Change Leader Accountability Model
• The Change Leader’s Roadmap Methodology
• Enterprise level Strategic Disciplines for Change
• Influence of Mindset on the Success of Change
• Developing Yourself as a Powerful Agent of Change
• Closing
AgendaAgenda
Day OneDay One
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
2
The Value of Conscious The Value of Conscious
Change LeadershipChange Leadership
A
Work
A - Core business activities
B
Work
B - Techniques and strategies to
improve “A” work
C
Work
C - Techniques and strategies
to improve “B” work;
“Improving how we improve
the work of the organization:
CONSCIOUS CHANGE
LEADERSHIP”
FOUNDATIONS FOR FOUNDATIONS FOR FOUNDATIONS FOR FOUNDATIONS FOR FOUNDATIONS FOR FOUNDATIONS FOR FOUNDATIONS FOR FOUNDATIONS FOR
SUCCESSFUL CHANGE SUCCESSFUL CHANGE SUCCESSFUL CHANGE SUCCESSFUL CHANGE SUCCESSFUL CHANGE SUCCESSFUL CHANGE SUCCESSFUL CHANGE SUCCESSFUL CHANGE
LEADERSHIPLEADERSHIPLEADERSHIPLEADERSHIPLEADERSHIPLEADERSHIPLEADERSHIPLEADERSHIP
Critical Focus Areas of Leading Critical Focus Areas of Leading
ChangeChange
CONTENT
Content of Change
The organizational focus of the
change (structure, strategy,
business process, technology,
culture, product, or service)
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
3
Critical Focus Areas of Leading Critical Focus Areas of Leading
ChangeChange
CONTENT
PEOPLE
People in Change
Handling the human dynamics
of change: people’s mindsets,
commitment to change;
emotional reactions, behavior,
engagement, relationships,
politics; cultural dynamics
impacting the change
Critical Focus Areas of Leading Critical Focus Areas of Leading
ChangeChange
PROCESS
CONTENT
Process of Change
The way in which change is
planned, designed, and
implemented; adjusting to
how it unfolds; its A-Z
roadmap, governance,
integration strategy, and
course corrections
Three Types of ChangeThree Types of Change
• Developmental Change
• Transitional Change
• Transformational Change
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
4
Three Types of ChangeThree Types of Change
Developmental Change
Three Types of ChangeThree Types of Change
Transitional Change
OLDSTATE
TRANSITION STATE
NEWSTATE
OLDSTATE
Three Types of ChangeThree Types of Change
Transformational Change
Success Plateau
Death:
Mindset Shifts
Re-emergence
Chaos
Growth
Birth
Wake-Up
Calls
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
5
The Transformational JourneyThe Transformational Journey
CURRENT REALITY
Course Correction
Learning
Wake-Up Calls:
Feedback telling you to learn
and course correct
VisionVision
WorksheetWorksheet
Developmental, Transitional, or
Transformational…which is your primary type
of change?
Determining the Type of Your Change Effort
THE CONSCIOUS CHANGE THE CONSCIOUS CHANGE THE CONSCIOUS CHANGE THE CONSCIOUS CHANGE THE CONSCIOUS CHANGE THE CONSCIOUS CHANGE THE CONSCIOUS CHANGE THE CONSCIOUS CHANGE
LEADER ACCOUNTABILITY LEADER ACCOUNTABILITY LEADER ACCOUNTABILITY LEADER ACCOUNTABILITY LEADER ACCOUNTABILITY LEADER ACCOUNTABILITY LEADER ACCOUNTABILITY LEADER ACCOUNTABILITY
MODELMODELMODELMODELMODELMODELMODELMODEL
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
6
The Conscious Change Leader The Conscious Change Leader
Accountability ModelAccountability Model
• Your best strategy for success is awareness of
all of the factors that need your attention
and must be aligned to produce your results
� For advance planning
� While the change is unfolding
� To ensure sustained results over time
The Conscious Change LeaderThe Conscious Change Leader
Accountability ModelAccountability Model
The Conscious Change LeaderThe Conscious Change Leader
Accountability ModelAccountability Model
Internal External
Co
lle
ctiv
eIn
div
idu
al
Four Quadrants
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
7
The Conscious Change LeaderThe Conscious Change Leader
Accountability ModelAccountability Model
Internal External
Co
lle
ctiv
eIn
div
idu
al
Focus Areas
Mindset Behavior
Culture Systems
The Conscious Change LeaderThe Conscious Change Leader
Accountability ModelAccountability Model
Five Levels of System
The Conscious Change LeaderThe Conscious Change Leader
Accountability ModelAccountability Model
Design your change
process to address all
quadrants and all
levels
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
8
THE CHANGE LEADER’S THE CHANGE LEADER’S THE CHANGE LEADER’S THE CHANGE LEADER’S THE CHANGE LEADER’S THE CHANGE LEADER’S THE CHANGE LEADER’S THE CHANGE LEADER’S
ROADMAPROADMAPROADMAPROADMAPROADMAPROADMAPROADMAPROADMAP
FullstreamFullstream Transformation ModelTransformation Model
UPSTREAMUPSTREAMUPSTREAMUPSTREAMUPSTREAMUPSTREAMUPSTREAMUPSTREAMCHANGECHANGECHANGECHANGECHANGECHANGECHANGECHANGE
(Setting the Foundations for
Success)
MIDSTREAMMIDSTREAMMIDSTREAMMIDSTREAMMIDSTREAMMIDSTREAMMIDSTREAMMIDSTREAMCHANGECHANGECHANGECHANGECHANGECHANGECHANGECHANGE(Design)
DOWNSTREAMDOWNSTREAMDOWNSTREAMDOWNSTREAMDOWNSTREAMDOWNSTREAMDOWNSTREAMDOWNSTREAMCHANGECHANGECHANGECHANGECHANGECHANGECHANGECHANGE
(Implementation)
The Change Leader’s RoadmapThe Change Leader’s Roadmap
I. Prepare to Lead
the Change
I. Prepare to Lead
the Change
III. Assess the Situation to
Determine Design
Requirements
II. Create Organizational
Vision, Commitment,
and Capability
IV. Design the
Desired State
V. Analyze the ImpactsVI. Plan and Organize
for Implementation
VII. Implement the
Change
VIII. Celebrate and
Integrate the New State
IX. Learn and
Course Correct
Hear the
Wake-up
Call
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
9
The Change Leader’s RoadmapThe Change Leader’s Roadmap
as a as a FullstreamFullstream ProcessProcess
The Change Leader’s RoadmapThe Change Leader’s Roadmap
I. Prepare to Lead
the Change
I. Prepare to Lead
the Change
III. Assess the Situation to
Determine Design
Requirements
II. Create Organizational
Vision, Commitment,
and Capability
IV. Design the
Desired State
V. Analyze the ImpactVI. Plan and Organize
for Implementation
VII. Implement the
Change
VIII. Celebrate and
Integrate the New State
IX. Learn and
Course Correct
Hear the
Wake-up
Call
Copyright 2010 Being First, Inc. All rights reserved.
The Change Leader’s RoadmapThe Change Leader’s Roadmap
Phase IPhase I
I.I.
PREPARE TO LEAD THE PREPARE TO LEAD THE CHANGECHANGE
I.I.
PREPARE TO LEAD THE PREPARE TO LEAD THE CHANGECHANGE
Activity I.AStart Up and Staff
Change Effort
Activity I.BActivity I.BCreate Case for Change and
Determine Initial Desired Outcomes
Activity I.CAssess and Build
Organization’s Readiness and Capacity
Activity I.DBuild Leaders’ Capability to
Lead the Change
Activity I.EClarify Overall
Change Strategy
Activity I.FBuild Infrastructure and Conditions to Support
Change Effort
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
10
The Change Leader’s RoadmapThe Change Leader’s Roadmap
Phase IIPhase II
II.II.CREATE ORGANIZATIONAL CREATE ORGANIZATIONAL VISION, COMMITMENT, AND VISION, COMMITMENT, AND
CAPABILITYCAPABILITY
II.II.CREATE ORGANIZATIONAL CREATE ORGANIZATIONAL VISION, COMMITMENT, AND VISION, COMMITMENT, AND
CAPABILITYCAPABILITY
Change Strategy
Activity II.ABuild Organizational
Understanding of Case for Change, Vision, and
Change Strategy
Activity II.BIncrease Organization’s
Capability to Change
The Change Leader’s RoadmapThe Change Leader’s Roadmap
Phase IIIPhase III
III.III.ASSESS THE SITUATION TO ASSESS THE SITUATION TO
DETERMINE DESIGN DETERMINE DESIGN REQUIREMENTSREQUIREMENTS
III.III.ASSESS THE SITUATION TO ASSESS THE SITUATION TO
DETERMINE DESIGN DETERMINE DESIGN REQUIREMENTSREQUIREMENTS
Activity III.A Assess the Situation to
Determine Design Requirements
The Change Leader’s RoadmapThe Change Leader’s Roadmap
Phase IVPhase IV
Activity IV.A Design Desired State
IV.IV.
DESIGN THE DESIREDDESIGN THE DESIREDSTATESTATE
IV.IV.
DESIGN THE DESIREDDESIGN THE DESIREDSTATESTATE
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
11
The Change Leader’s RoadmapThe Change Leader’s Roadmap
Phase VPhase V
Activity V.AAnalyze Impacts of
Desired State
V.V.
ANALYZE THE IMPACTANALYZE THE IMPACT
V.V.
ANALYZE THE IMPACTANALYZE THE IMPACT
The Change Leader’s RoadmapThe Change Leader’s Roadmap
Phase VIPhase VI
Activity VI.ADevelop Implementation
Master Plan
Activity VI.BPrepare Organization to Support Implementation
VI.VI.
PLAN AND ORGANIZE FOR PLAN AND ORGANIZE FOR IMPLEMENTATIONIMPLEMENTATION
VI.VI.
PLAN AND ORGANIZE FOR PLAN AND ORGANIZE FOR IMPLEMENTATIONIMPLEMENTATION
The Change Leader’s RoadmapThe Change Leader’s Roadmap
Phase VIIPhase VII
Activity VII.A Implement the Change
VII.VII.
IMPLEMENT THE CHANGEIMPLEMENT THE CHANGE
VII.VII.
IMPLEMENT THE CHANGEIMPLEMENT THE CHANGE
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
12
The Change Leader’s RoadmapThe Change Leader’s Roadmap
Phase VIIIPhase VIII
Activity VIII.ACelebrate Achievement of
Desired State
Activity VIII.BSupport Integration and
Mastery of New State
VIII.VIII.
CELEBRATE AND INTEGRATE CELEBRATE AND INTEGRATE THE NEW STATETHE NEW STATE
VIII.VIII.
CELEBRATE AND INTEGRATE CELEBRATE AND INTEGRATE THE NEW STATETHE NEW STATE
The Change Leader’s RoadmapThe Change Leader’s Roadmap
Phase IXPhase IX
IX.IX.
LEARN ANDLEARN ANDCOURSE CORRECTCOURSE CORRECT
IX.IX.
LEARN ANDLEARN ANDCOURSE CORRECTCOURSE CORRECT
Activity IX.ABuild System to
Continuously Improve New State
Activity IX.BLearn from Your Change
Process and Establish Best Practices
Activity IX.CDismantle Temporary Change Infrastructure
The Change Leader’s RoadmapThe Change Leader’s Roadmap
I. Prepare to Lead
the Change
I. Prepare to Lead
the Change
III. Assess the Situation to
Determine Design
Requirements
II. Create Organizational
Vision, Commitment,
and Capability
IV. Design the
Desired State
V. Analyze the ImpactVI. Plan and Organize
for Implementation
VII. Implement the
Change
VIII. Celebrate and
Integrate the New State
IX. Learn and
Course Correct
Hear the
Wake-up
Call
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
13
WorksheetWorksheet
• What phases or activities are you now in?
• What activities have you done well?
• What activities were overlooked or are
incomplete?
• What activities come next?
Assessing Your Change Process
LEADING CHANGE AS A LEADING CHANGE AS A LEADING CHANGE AS A LEADING CHANGE AS A LEADING CHANGE AS A LEADING CHANGE AS A LEADING CHANGE AS A LEADING CHANGE AS A
STRATEGIC DISCIPLINESTRATEGIC DISCIPLINESTRATEGIC DISCIPLINESTRATEGIC DISCIPLINESTRATEGIC DISCIPLINESTRATEGIC DISCIPLINESTRATEGIC DISCIPLINESTRATEGIC DISCIPLINE
The Importance of LeadingThe Importance of Leading
Change StrategicallyChange Strategically
CompetingInitiatives
Leadership and Integration Driven by Executive Oversight
and Change Disciplines
Shared Vision; No Strategy or Integration
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
14
Change as a Strategic DisciplineChange as a Strategic Discipline
• All other key functions in the organization are designed as strategic disciplines
� Finance
� HR
� IT
� Supply Chain
� Marketing…
THE SAME IS NEEDED FOR CHANGE!!!
Approaches to Change as a Approaches to Change as a
Strategic DisciplineStrategic Discipline
• Enterprise Change Agenda
• Common Change Process Methodology
• Change Infrastructure and Best Practices
• Strategic Change Center of Excellence
ENTERPRISE ENTERPRISE ENTERPRISE ENTERPRISE ENTERPRISE ENTERPRISE ENTERPRISE ENTERPRISE
CHANGE AGENDACHANGE AGENDACHANGE AGENDACHANGE AGENDACHANGE AGENDACHANGE AGENDACHANGE AGENDACHANGE AGENDA
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
15
Enterprise Change AgendaEnterprise Change Agenda
The enterprise change agenda ensures five
critical success requirements:
1. Current change efforts are the right ones to
execute and fulfill business strategy.
2. Efforts are prioritized, organized, assigned, and
optimally paced.
3. Organization has the capacity, stamina,
capability, and in-house change resources to
succeed in change.
Enterprise Change AgendaEnterprise Change Agenda
The enterprise change agenda ensures five
critical success requirements: (cont’d)
4. Ability to assess and drive required culture
change in every major initiative.
5. The best coordination and leverage of all
external consultants.
Enterprise Change AgendaEnterprise Change Agenda
• Follows Strategic Business Planning
• Precedes Operational Planning
• Is revisited throughout the year
• Is set up for each autonomous business unit
• Has one executive in charge of its process and value
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
16
COMMON COMMON COMMON COMMON COMMON COMMON COMMON COMMON
CHANGE PROCESS CHANGE PROCESS CHANGE PROCESS CHANGE PROCESS CHANGE PROCESS CHANGE PROCESS CHANGE PROCESS CHANGE PROCESS
METHODOLOGYMETHODOLOGYMETHODOLOGYMETHODOLOGYMETHODOLOGYMETHODOLOGYMETHODOLOGYMETHODOLOGY
The Change Leader’s RoadmapThe Change Leader’s Roadmap
I. Prepare to Lead
the Change
I. Prepare to Lead
the Change
III. Assess the Situation to
Determine Design
Requirements
II. Create Organizational
Vision, Commitment,
and Capability
IV. Design the
Desired State
V. Analyze the ImpactsVI. Plan and Organize
for Implementation
VII. Implement the
Change
VIII. Celebrate and
Integrate the New State
IX. Learn and
Course Correct
Hear the
Wake-up
Call
CHANGE CHANGE CHANGE CHANGE CHANGE CHANGE CHANGE CHANGE
INFRASTRUCTUREINFRASTRUCTUREINFRASTRUCTUREINFRASTRUCTUREINFRASTRUCTUREINFRASTRUCTUREINFRASTRUCTUREINFRASTRUCTURE
AND BEST PRACTICESAND BEST PRACTICESAND BEST PRACTICESAND BEST PRACTICESAND BEST PRACTICESAND BEST PRACTICESAND BEST PRACTICESAND BEST PRACTICES
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
17
Change Infrastructure ElementsChange Infrastructure Elements
• Standard practices: case for change and change
strategy
• Governance: roles, charters, decision-making
• Recommended conditions for success and
metrics
• Templates for communication and engagement
• Mechanisms to ensure adequate capacity
Change Infrastructure ElementsChange Infrastructure Elements
• Mechanisms for rapid course correction
• Vehicles for multiple project integration (“air traffic control”)
• Change leadership competencies: skills, knowledge, behaviors, mindsets
• Roster of best practices and tools
• Electronic information and knowledge management tools
STRATEGIC CHANGE STRATEGIC CHANGE STRATEGIC CHANGE STRATEGIC CHANGE STRATEGIC CHANGE STRATEGIC CHANGE STRATEGIC CHANGE STRATEGIC CHANGE
CENTER OF EXCELLENCECENTER OF EXCELLENCECENTER OF EXCELLENCECENTER OF EXCELLENCECENTER OF EXCELLENCECENTER OF EXCELLENCECENTER OF EXCELLENCECENTER OF EXCELLENCE
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
18
Strategic Change (SC)Strategic Change (SC)
Center of ExcellenceCenter of Excellence
Your organization’s vehicle for:
• Ensuring alignment on how to lead change
• Masterful SC consulting expertise
• Stewarding methodology and best practices
• Access to all change resources
• Supporting mission-critical change efforts
• Continuous professional development
Advancing Strategic Change Advancing Strategic Change
DisciplinesDisciplines
• Which of the disciplines do you see as most
important/needed/of value NOW?
• How can you raise the issue with your
executive clients? How would you generate
real data to demonstrate the value/need?
• White Paper from Being First for more
details…
THE INFLUENCE OF MINDSET THE INFLUENCE OF MINDSET THE INFLUENCE OF MINDSET THE INFLUENCE OF MINDSET THE INFLUENCE OF MINDSET THE INFLUENCE OF MINDSET THE INFLUENCE OF MINDSET THE INFLUENCE OF MINDSET
ON THE SUCCESSON THE SUCCESSON THE SUCCESSON THE SUCCESSON THE SUCCESSON THE SUCCESSON THE SUCCESSON THE SUCCESS
OF CHANGEOF CHANGEOF CHANGEOF CHANGEOF CHANGEOF CHANGEOF CHANGEOF CHANGE
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
19
WorksheetWorksheet
What are your thoughts and feelings about the
change effort you are currentlycurrently engaged in?
Personal Reactions to Change
What is Mindset?What is Mindset?
• Our worldview; the place or orientation from
which we experience our reality and form our
perceptions of it
• Fundamental assumptions about reality: core
beliefs, values, mental models
• The source of our decisions, actions, and
resultsresults!
Mindset Demonstration 1Mindset Demonstration 1
Individual Muscle Test
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
20
Environment:
The World We Live In
The Influence of MindsetThe Influence of Mindset
Internal StateThoughtsDecisions
SensationsEmotionsEnergy
Behavior
Actions/Performance
Results
Facts
InterpretationPerception
Environment:
The World We Live In
Conscious
Awareness
and Choice
Leverage Point for ChangeLeverage Point for Change
“If you continue to think the way you have
always thought, you will continue to get what
you have always gotten.”
…Marilyn Ferguson
Mindset Demonstration 2Mindset Demonstration 2
Group Muscle Test
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
21
GROUP
• Team Norms
Impact of Mindset at Multiple Impact of Mindset at Multiple
LevelsLevels
SELF
• Mindset
WHOLE
SYSTEM
• Culture
DEVELOPING YOURSELF AS A DEVELOPING YOURSELF AS A DEVELOPING YOURSELF AS A DEVELOPING YOURSELF AS A DEVELOPING YOURSELF AS A DEVELOPING YOURSELF AS A DEVELOPING YOURSELF AS A DEVELOPING YOURSELF AS A
POTENT AGENT OF CHANGEPOTENT AGENT OF CHANGEPOTENT AGENT OF CHANGEPOTENT AGENT OF CHANGEPOTENT AGENT OF CHANGEPOTENT AGENT OF CHANGEPOTENT AGENT OF CHANGEPOTENT AGENT OF CHANGE
Your Greatest StrengthsYour Greatest Strengths
Context: Consulting to/Leading Change
• Knowledge and Skills
• Behavioral patterns
• Mindset/Beliefs/Values/Attitude
• Ways of interacting with others
• Your personal presence
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
22
Your SelfYour Self--Limiting PatternsLimiting Patterns
• How do you respond when you are outside of
your comfort zone?
(The Good, the Bad, and the Ugly…)
We respond and live in either an expanded
state (our strengths and comfort zone) or a
contracted state (reactive, defensive, etc.)
My EXPANDED Ways of Being
• Trusting
• Open
• Curious
• Empowered
• …
• …
• …
My CONTRACTED Ways of Being
• Afraid
• Doubting/suspicious
• Self-Protective
• Controlling
• …
• …
• …
Self ReflectionSelf Reflection
Triggers of My EXPANDED Ways of Being
• Being appreciated
• Being given a new
opportunity
• Being asked to be creative
• …
• …
• …
• …
Triggers of My CONTRACTED Ways of Being
• Being confronted
• Being blamed
• Fear of failure
• …
• …
• …
• …
Self ReflectionSelf Reflection
Being First, Inc.Leading Transformation
Being First, Inc. • 1242 Oak Dr., DW2 • Durango CO 81301 • (970) 385-5100
© 2010 Being First, Inc. All Rights Reserved.
23
Conscious Use of SelfConscious Use of Self
Use contraction/breakdowns/challenges to trigger self-reflection. Notice:
� Your personal reactions
� Your mindset that is generating your reactions
� Your view of the issues/facts
� Your mindset that is causing you to see the issues/facts this way
� Other ways to interpret/see to enable a better outcome
Get to know your expanded self and choose expansion as your way of being!
Thank You!Thank You!Thank You!Thank You!Thank You!Thank You!Thank You!Thank You!
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