blueprints for managers course · in management and leadership, tactical blueprints are the “who,...

Blueprints for Managers CourseB l u e p r i n t s f o r M a n a g e r s

Is a unique and comprehensive

approach to help develop manag-

ers and supervisors. Providing the

foundation, strategies, and tactics

to better manage and lead their

employees.

F o u n d a t i o n a l B l u e p r i n t s

In leadership, your belief system,

attitudes, perceptions, and past

experiences have a direct affect

on how you lead others. Your

Foundational Blueprints are areas to

learn and grow, developing a strong

leadership base or foundation to

stand throughout your career.

S t r a t e g i c B l u e p r i n t s

In management, strategy is the

thinking process required to plan a

change, or to organize something.

What are the cause and effects

of your management decisions?

Strategic Blueprints are vital to the

long term success of your organiza-

tion and career.

Ta c t i c a l B l u e p r i n t s

In management and leadership,

Tactical Blueprints are the “who,

when and where outlines” for obtain-

ing your strategic goals. Managers

need tactical plans to measure their

successes.

Create positive change in turbulent times

Six approaches to change and imple-menting the stages of change

Help reduce people’s resistance to change and gain cooperation

1 0 A - M a k i n g P o s i t i v e C h a n g e H a p p e n

WHAT OTHERS HAVE TO SAY ABOUT THRIVING ON CHANGE

“Only the wisest and stupidest of men never change.”

Confucius

“Whosoever desires constant success must change his conduct with the times.”

Niccolo Machiavelli

“Your success in life isn’t based on your ability to simply change. It is based on your ability to change faster than

your competition, customers and business.”

Mark Sanborn

S e s s i o n L e a r n i n g G o a l s1) Create positive change in turbulent times2) Six approaches, beliefs to change and implementing the stages of change3) Help reduce people’s resistance to change and gain cooperation

S e s s i o n O p e n e r - F o u n d a t i o n a l I d e a s :

List two reasons… Why people fear/resist change? List two reasons… Why companies FAIL at change?Write your answers and share in small groups.

__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________


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The Six Approaches to Change

1. The Avoidant Approach - Stick my head in the sand. “I have no idea what’s happening.”

2. The Apathetic Approach - Sit and watch the change. “It’s happening, but I don’t care.”

3. The ________________ (a) Approach - Fight the change. “It shouldn’t be happening!”

4. The _______________ (b) Approach - React to the change. “It’s now happening. I’m making reactive changes.”

5. The Anticipatory Approach - Anticipate the change. “I have a good idea of what’s going to happen. I’m making proactive changes.”

6. The Creative Approach - Create the change. “I make it happen; and other people have to react to me!” Make your own waves.

The Reactive, Anticipatory and Creative Approaches are important to you as a ______________ (c) in your organization.

The Foundation

In changing times, there is a set of principles and core values I _____________ (d) want to change. (integrity, honesty, trustworthy, etc...)

To be a strong leader you should ______________ (e) about core values over and over again.

In changing times, the same set of beliefs and strategies that have gotten my corporation and me to where we are now will not get us where we want to go. In a rapidly changing world, we need to be smart, flexible and quick.

My Belief System

All changes in my world are filtered through my belief system.


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The Six Beliefs of Highly Effective Change Managers

1. Change equals __________________________(f).

2. When things change, I (we) must change our skills, beliefs and perceptions.

3. There is always a way to use this change to my (our) _______________ (g).

4. I’m going to enjoy the journey through my rapidly changing world.

5. There is a ________________ (h) to be learned from every change in my world.

6. I’m an active participant in the change process. They must include 2 way communication and control.

The Three Stages of Change

Stage # 1: Letting go of the __________ (i).

The starting point for all change is the ending that we will have to make to leave the old behind.

A. Realize that everyone reacts to change differently. Let people know that you understand what they’re going through and that you care about them.

B. Identify what is being lost, who is losing each of the “whats” and how they will be compensated for their losses whenever possible (training, etc).

C. Identify and communicate what is _____________ (j) being lost.

D. Honor the past, clearly mark the break with the old, and create a vision for the future that inspires people to action.

E. Past, Present and Future


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Stage # 2: Transitioning between the Old and the New

This is the limbo period between old and new. This can be a time of great emo-tional intensity. It’s also the time when greatest creativity and growth can occur.

A. Provide everyone an important ________________ (k) to play.

B. Create a theme for the transition period that suggests a journey from one stage to another.

C. Create an effective support system.

Stage # 3: Embracing the New

Last step in all change reaction is a beginning.

A. Celebrate your WINS every step of the way.

B. Use your success to reinforce a culture of change.

SOMETIMES YOU NEED TO BE A CHEERLEADER!


a. Resistantb. Reactivec. Leaderd. Nevere. Talkf. Opportunity

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GROUP DISCUSSION OF KEY IDEAS FROM PRESENTATION

List what you think are the most important ideas from the presentation and how you can apply them to your role. Share your thoughts in small groups.

__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

How does your natural behavior play a role in your ability to implement your key ideas?__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

g. Advantageh. Lessoni. Oldj. Notk. Role


Blueprints #1 - Leadership Book Summary: Terry Paulson, Ph.D. “They Shoot Managers Don’t They?”

Tips for creating a culture of making “change” work for your career:

• Beating the Myth of the perfect manager: The only places where perfect man-agers exist are in educational movies and management training books. When you are wrong, admit it.

• You miss one hundred percent of the shots you never take. Winners win and lose more frequently than losers because they stay in the game.

• Build bridges, not walls. Don’t just try to build bridges, be a bridge builder for as long as it takes.

• Relationships are like deposit systems: put something in before you try to take something out.

• As a manager creating a positive culture of change, avoid the three P’s: Perfec-tion, Procrastination and Paralysis.

• Trade the “plan-plan-plan-fail” for “try it, test it, fix it, try it again, adjust it until it works”.

• Make room, set parameters for errors and manage them. Your job is to allow errors to surface early so that you can make course adjustments while moving forward. Reward team members for finding errors.

• Your leadership depends on the amount of trust you build within your group. One way to earn trust in your change efforts is the take more (all) of the blame (for mistakes and errors) and less (very little) of the credit for success.

• You get more of what you focus on. Support the “heroic efforts” of people re-gardless of whether the efforts result in success.

• Support your people with the power of story. Ask your people and identify op-portunities from the question, “what’s working now”? Use their story and posi-tively gossip about the people and events that are shaping the change culture that you want to create.

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Blueprint #1 - continued: Developing a culture of constant improvement and change is crucial to your leadership effectiveness as a manager / leader.

As you evaluate each case, answer the 4 questions in small groups:

1) Did the manager build a bridge or a wall?2) Did the manager take the blame for group mistakes and errors; take less of the credit for group success? 3) Did the manager use their story and positively gossip about the people and events that are shaping the “change culture” that you want to create?4) How would you suggest the manager handle this case study?

A CEO e-mails a memo to all his managers. It says that he is dissatisfied with their latest quarterly reports. He notes that their reports are just a repetition of the reports they sub-mitted earlier and do not reflect any progress in achieving annual goals.____________________________________________________________________________________________________________________________________________

A huge sale closes just as the CEO arrived at the sales manager’s office. The sales man-ager immediately tells the CEO how his professional training and leadership of his sales team lead to this success. ____________________________________________________________________________________________________________________________________________

A production manager was recently honored for ‘employee of the year’ at his company for above normal profits and low turnover. He immediately credits his production team for being a team that he is “proud to work with”. He shares a quick story about how one of his team members came up with an idea for cost savings and another story on how his team really works great together. ____________________________________________________________________________________________________________________________________________

An IT manager was called in last night because of a breakdown in the main server. In a meeting the next day with his staff, he blames the engineering department for the problem and says that they are in their “own world” over there and could care less about our IT system. He tells his group that they need to double check their work when working with the engineering department.____________________________________________________________________________________________________________________________________________


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Blueprint #2 - Coaching Team Members Through Change: On your own, pick one person on your team. Identify a change that’s occurring in their business or personal life that could use your coaching and guidance. Answer the following questions as a guide to coach them through the change. Keep in mind the ‘direct versus non-direct coaching’ techniques.

What opportunities will this change create for them?____________________________________________________________________________________________________________________________________________

What questions or comments will help them clearly see this opportunity?____________________________________________________________________________________________________________________________________________

How are they going to have to react in response to this change? Be specific. These are actions we can take.____________________________________________________________________________________________________________________________________________

What questions or comments will help them react in a positive manner to this change?____________________________________________________________________________________________________________________________________________

What are the life lessons that they may learn from this change (enhanced flexibility, improved communication, quicker product development, or being closer to our customers, etc...)?____________________________________________________________________________________________________________________________________________

What questions or comments will help them clearly see their life lessons?____________________________________________________________________________________________________________________________________________

What can this person do right now to get the involvement and support of others in the change process? Remember two way communication and control.____________________________________________________________________________________________________________________________________________

What questions or comments will help them get others involved and support the change?____________________________________________________________________________________________________________________________________________


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Blueprint #3 - Blueprint for Change Worksheet:

Present State: ________________________________________________________________________________________________________________________________

Desired State: ________________________________________________________________________________________________________________________________

Identify the following people/things that are impacted and can help with the change initiative.

Change Target (s) - The person/group/process/product/service/etc... you want to change:______________________________________________________________________

Change Agent - The person or group responsible for facilitating the change:______________________________________________________________________

Change Sponsor - The person or group who can legitimize the change:______________________________________________________________________

Change Advocate - The person or group who will support the change: ______________________________________________________________________

What are some of the reasons people may resist the proposed change? Behavior styles?____________________________________________________________________________________________________________________________________________

Stage #1 - PAST - Letting Go of the Old:

Realize that everyone reacts to change differently. How can I let my people know that I understand what they’re going through and that you care about them? ____________________________________________________________________________________________________________________________________________

Identify what is being lost, who is losing each of the “whats” and how they will be compen-sated for their losses whenever possible. ____________________________________________________________________________________________________________________________________________

Identify and communicate what is NOT being lost with my sponsors, advocates and targets. ____________________________________________________________________________________________________________________________________________

Honor the past, clearly mark the break with the old and create a vision for the future that inspires people to action. ____________________________________________________________________________________________________________________________________________


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Stage #2 - PRESENT - Transitioning Between the Old and the New:

What are the important roles to play during this transition. (Tester, Recorder, Re-porter, Trainer, etc) __________________________________________________________________________________________________________________________________________________________________________________________________________________

Our theme for the transition period, suggesting a journey from one stage to an-other.____________________________________________________________________________________________________________________________________________

FINISH WITH YOUR TEAM BACK AT YOUR OFFICE:

Brainstorm with team members as many possible ways to achieve the desired state.__________________________________________________________________________________________________________________________________________________________________________________________________________________

Facilitate the 1/3 + 1 exercise to determine the best possible solutions to reach the desired state.____________________________________________________________________________________________________________________________________________

Complete Blueprint Action Plan to accomplish solutions with pertinent SMART criteria.

Specifically, I will ____________________________________________________________________________________________________________________________

Measurements for success include (e.g. lower costs/increase retention/revenue targets): ____________________________________________________________________________________________________________________________________________

Attainment requires (e.g. staff/budget approvals, additional resources, etc...):____________________________________________________________________________________________________________________________________________

Relevant to Company Goals: ___________________________________________________________________________________________________________________

Time-based plan is to be started by, evaluated by and accomplished by: ____________________________________________________________________________


Our Support System:

What issues should be “test-driven” as part of this transition?__________________________________________________________________________________________________________________________________________________________________________________________________________________

What are the parameters to manage a safe environment where mistakes can be made without letting them be taken too lightly?__________________________________________________________________________________________________________________________________________________________________________________________________________________

Process to ensure that errors will be used to make course corrections.__________________________________________________________________________________________________________________________________________________________________________________________________________________

Who, what, when and where will communications and control between our change targets from our change agent, sponsor and advocates take place. __________________________________________________________________________________________________________________________________________________________________________________________________________________

Stage #3 - FUTURE - Embracing the New:

How can we celebrate wins every step of the way, giving the credit to your team members while explaining the WIIFM?__________________________________________________________________________________________________________________________________________________________________________________________________________________

How can I identify their story and positively gossip about the people and events that are shaping the desired state and culture that you want to create?__________________________________________________________________________________________________________________________________________________________________________________________________________________

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Blueprint for Change Template

Present State: ________________________________________________________________________________________________________________________________

Desired State: ________________________________________________________________________________________________________________________________

Identify the following people/things that are impacted and can help with the change initiative.

Change Target (s) - The person/group/process/product/service/etc... you want to change:______________________________________________________________________

Change Agent - The person or group responsible for facilitating the change:______________________________________________________________________

Change Sponsor - The person or group who can legitimize the change:______________________________________________________________________

Change Advocate - The person or group who will support the change: ______________________________________________________________________

What are some of the reasons people may resist the proposed change? Behavior styles?____________________________________________________________________________________________________________________________________________

Stage #1 - PAST - Letting Go of the Old:

Realize that everyone reacts to change differently. How can I let my people know that I understand what they’re going through and that you care about them? ____________________________________________________________________________________________________________________________________________

Identify what is being lost, who is losing each of the “whats” and how they will be compen-sated for their losses whenever possible. ____________________________________________________________________________________________________________________________________________

Identify and communicate what is NOT being lost with my sponsors, advocates and targets. ____________________________________________________________________________________________________________________________________________

Honor the past, clearly mark the break with the old and create a vision for the future that inspires people to action. ____________________________________________________________________________________________________________________________________________

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Stage #2 - PRESENT - Transitioning Between the Old and the New:

What are the important roles to play during this transition. (Tester, Recorder, Re-porter, Trainer, etc) __________________________________________________________________________________________________________________________________________________________________________________________________________________

Our theme for the transition period, suggesting a journey from one stage to an-other.____________________________________________________________________________________________________________________________________________

Brainstorm with team members as many possible ways to achieve the desired state.______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Facilitate the 1/3 + 1 exercise to determine the best possible solutions to reach the desired state.____________________________________________________________________________________________________________________________________________

Complete Blueprint Action Plan to accomplish solutions with pertinent SMART criteria.

Specifically, I will ____________________________________________________________________________________________________________________________

Measurements for success include (e.g. lower costs/increase retention/revenue targets): ____________________________________________________________________________________________________________________________________________

Attainment requires (e.g. staff/budget approvals, additional resources, etc...):____________________________________________________________________________________________________________________________________________

Relevant to Company Goals: ___________________________________________________________________________________________________________________

Time-based plan is to be started by, evaluated by and accomplished by: ____________________________________________________________________________

Our Support System:

What issues should be “test-driven” as part of this transition?__________________________________________________________________________________________________________________________________________________________________________________________________________________

What are the parameters to manage a safe environment where mistakes can be made without letting them be taken too lightly?__________________________________________________________________________________________________________________________________________________________________________________________________________________

Process to ensure that errors will be used to make course corrections.__________________________________________________________________________________________________________________________________________________________________________________________________________________

Who, what, when and where will communications and control between our change targets from our change agent, sponsor and advocates take place. __________________________________________________________________________________________________________________________________________________________________________________________________________________

Stage #3 - FUTURE - Embracing the New:

How can we celebrate wins every step of the way, giving the credit to your team members while explaining the WIIFM?__________________________________________________________________________________________________________________________________________________________________________________________________________________

How can I identify their story and positively gossip about the people and events that are shaping the desired state and culture that you want to create?__________________________________________________________________________________________________________________________________________________________________________________________________________________

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Name: __________________________ Employer:_______________________

Date: _________________ Manager’s Name: _________________

My Personal Blueprint forT h r i v i n g o n c h a n g e

I plan to implement (GOAL): ________________________________________________________________________________________________________________________________________________________________________________________________________________________________

The expected END results for our organization, workgroup and personally include:______________________________________________________________________________________________________________________________________________________________________

Specifically, I will _________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Measurements for success include (e.g. lower costs/increase retention/revenue targets/quality) _________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Attainment requires (e.g. staff/budget approvals) __________________________________________ ________________________________________________________________________________________________________________________________________________________________________

Relevant to Company Goals, ___________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Time-based plan is to be started by, evaluated by and accomplished by:

I will start this goal by:_____ I will evaluate this goal on:_____ I will complete this goal by:_____

Action Steps to be taken include:

1.__________________________________________________________________________________2.__________________________________________________________________________________3.__________________________________________________________________________________4.__________________________________________________________________________________

I/we need the following people/materials/resources to reach this goal: who, what, when & where: ______________________________________________________________________________________________________________________________________________________________________

blueprints for managers course · in management and leadership, tactical blueprints are the “who,...

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