I had the opportunity to participate in that call yesterday with Kevin. The insights he offered truly are remarkable, and they couldn't have come at a more opportune time.
Kevin strongly recommended that we share with a colleague what we learned --and the sooner the better--as that will help cement the ideas. Stephen Covey has offered the same advice. I felt my "blog" may be the best place to share and record what I learned.
Below are some of the points I learned and want to apply:
- If there is no need for change, there is no need for a leader
- Not everyone will be at the same place concerning change, and it's important to be ok with this
- People view change differently, attaching negative, positive, and/neutral emotions to it
- Be a proponent (not an "evangelist") for the change by emphasizing the positive benefits/rewards of the change and minimizing the risks
- People don't resist change as much as they resist being changed
- Acknowledge where people are in regards to the present state as they have been doing what they are doing for a long time
- Build a post-change vision that can be experienced with all the senses
- When talking about change, the conversation and dialogue need to be continually open and ongoing
- "Sell" individuals, not groups --by getting individuals engaged and involved will help build the momentum
- Call the change a journey (a process)
- Ask questions! Ask questions! Ask questions!
- Find language for the change that is not just a hollow slogan
Participating with Kevin in this learning conference call convinced me to personally commit to move from focusing on resistance, opposition, obstacles in relationship to change and focus on exciting, challenge, opportunity instead.
NOTE: For more information about Kevin Eikenberry and his work, including articles that can be downloaded, visit http://www.kevineikenberry.com/
