Leading ChangeLeading ChangeFrom Resistance to From Resistance to

transformationtransformation

……………………...

Facilitated By

Dr. John Izzo

“ The only one who likes to change is a

wet baby.”

--Roger Von Oeck

Ever feel like

this?

“Change is the new core competence”

“Almost anyone can deal with change but only the truly brave can endure

suspense.” -- William Bridges

“When you come to a fork in the road,

take it.”--Yogi Berra

The Capacity to Change is Now Core Competence

Boomers & Retirement

• 86% expect to be more active• 84% retirement to be very different• 70% plan to work past “retirement” age• Boomers say old age begins at “80”• Distance between their real age and perceived age

is growing• More than 50% exercise regularly• New hobbies and multiple interests are key to

boomer happiness• Re-winding not “winding down”

Del Webb Study, 2010

Your Brain On Change

• Hard wired for routine but excited by change

• Brain is a hypothesis testing organism

• We don’t resist change, we resist breaking up current habits

People resist change….

therefore, the role of leaders is to push people since they would

otherwise resist.

True or False

People don’t resist change, they resist change for which they see no purpose

and in which they feel uninvolved.

SO…when people see what is in it for them & feel involved, execution of rapid

change becomes the norm.

Actually...

What People Need from Leaders in Change / Transition?– Communicate relentlessly– Listen (and don’t judge-YES BUT)– Articulate expectations– Be visible– Make room for doubts & skeptics– Don’t dismiss the old– Trust people to handle the truth– Position change by connecting to existing values– Leaders who are NOT in touch with their own

transition will get in the way of others in transition

Three Critical Questions for Leaders During Uncertainty

•What is changing?•What is the need for change—make the case

•What will actually be eifferent?

•How do we need people to change?

Times of ChangeRequire

Collaboration & Divergent Thinking

What kind of leadership culture takes us to GREAT?

“The future will be lead by rogue

employees &

disgruntled customers”Tom Peters

When you find

yourself in a

crisis the first

thing is…

Navigating

Change Requires

A Tolerance

forFailure

Why SONY

Missed the

Digital Revoluti

on?

Change or Die?

Changing Behavior

• Social support matters—a LOT

• Support matters more if you are in the wrong gang

• People change they are NOT changed—Red Button

Changing Behavior

• You CAN’T change anyone else

• Instant Influence—People change they are NOT changed—Red Button

• How we try to “change” people may be counterproductive

Changing Behavior

• The Questions• What do YOU want to change?• How motivated are you 1-10 to

change?• Why did you not give it a lower

number?• What would be the benefit to you if

you made these changes?• What is the next step you are

willing to do right now?

Make Change the Path of Least Resistance

“May you live in a time of transition.”

Ancient Chinese Curse

“If you projected me out fifty years and we had

neither blown ourselves up or destroyed the

environment beyond repair, I am very

optimistic about the future of human

evolution”

-Carl Sagan

What I learned on a rowing trip…

Dr. John IzzoImproving the Quality of Work & Life

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