Thursday, 23 September 2021

How to Impress Leaders


This post's podcast episode is available at SounderApple PodcastsGoogle PodcastsStitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.


DO THIS

Stand out from others.


BY DOING THIS

–        Remind people of the desired outcomes.

–        Talk about strategy first, tactics second.

–        Voice your views supported by facts.


Think of the good leaders you know. What sets them apart? Standing out from the crowd demonstrates your leadership abilities and impresses others, especially those at the top. It’s easy to get lost in tactics when planning and implementing a change plan. Reminding people about the objectives of the initiative signals that you’re a leader. Similarly, talking about strategy makes you look, well, strategic. Few people do this when submerged in multiple tasks and tight timelines.

Sharing your views, such as recommending a solution or raising a concern, is another way to stand out. The most effective way to make your case is to link your perspectives to current business strategies. Doing so increases the likelihood of agreement and raises your profile with leaders.


KNOWLEDGE BITES



LEADERSHIP PLANNING TOOL: How will I act like a leader? 


SUCCESS TIP

Reviewing this summary before you start the week or attend important meetings will help you stay above the daily noise.


To learn more about our post and podcast topics, check out the Change on the Run: 44 Ways to Survive Workplace Uncertainty book and audiobook at http://www.changeontherun.com or your favourite bookseller.


#change #changemanagement #transformation #leadership #influence #podcasts 

Thursday, 9 September 2021

How to Make Training Effective

 

This post's podcast episode is available at SounderApple PodcastsGoogle PodcastsStitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.


DO THIS

Focus on what people need to do differently.


BY DOING THIS

–        Compare current and new routines.

–        Walk through scenarios in the new ways of working.

–        Get agreement on how roles, accountabilities and tasks will be different.


People learn best when in conversation with their peers. Sharing ideas and asking questions about new requirements leverages people’s know-how and forms a common understanding of what needs to be done in the new world. 

Telling people what will be different forms the foundation of learning. Once they’re clear on what’s new, the team can discuss how these changes will affect how the work will be done in the future, including handoffs between roles.

Discussing real-life scenarios provides context and greater detail to the workflows. These walk-throughs allow team members to visualize how day-to-day tasks will get done. The more real you can make the scenarios, the clearer it will become that people need to work in aligned ways to be successful.


KNOWLEDGE BITES


SCENARIO PLANNER TOOL: What scenario will enable people to practice new routines and capabilities? 



SUCCESS TIP

Increase engagement by asking people to add details to the scenario (including sensory descriptors) as they walk through it.


To learn more about our post and podcast topics, check out the Change on the Run: 44 Ways to Survive Workplace Uncertainty book and audiobook at http://www.changeontherun.com or your favourite bookseller.


#change #changemanagement #transformation #leadership #trainingdevelopment #podcasts

Wednesday, 8 September 2021

How to Build Team Confidence

This post's podcast episode is available at SounderApple PodcastsGoogle PodcastsStitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.


DO THIS

Demonstrate belief in the experience and skills of each member.


BY DOING THIS

–        Acknowledge the experience and skills of each member.

–        Attribute progress made to them.

–        Predict future successes due to them.


Large change projects require people to work through uncertainty, and their ability to make progress with insufficient information or experience is a must. Moving forward under these conditions requires confidence that the team is skilled and effective at removing barriers to success.

Constantly reinforcing your belief in the team (and yourself) will build their confidence to move through uncomfortable and risky territory. People will rise to their potential when you remind them of their abilities and past accomplishments.

Recalling the successful experiences of each team member creates a bridge between past successes and current requirements. Also, reminding people of the skills they used on past projects (and outcomes they achieved) will help convince them they can do it again. Highlighting problem-solving skills suggests they will be able to work through any challenge.


KNOWLEDGE BITES




TEAM STRENGTHS ASSESSMENT TOOL: How will I build my team's confidence so they can operate at their best?




SUCCESS TIP

When referencing someone, address them by name, e.g., “Mel, your communication expertise is essential for this project.”


To learn more about our article and podcast topics, check out the Change on the Run: 44 Ways to Survive Workplace Uncertainty book and audiobook at http://www.changeontherun.com or your favourite bookseller.


#change #changemanagement #transformation #management #business #leadership #engagement #podcasts 

Thursday, 12 August 2021

How to Motivate People to Care

This post's podcast episode is available at SounderApple PodcastsGoogle PodcastsStitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.


DO THIS

Ask them how the change could benefit them.


BY DOING THIS

–        Present how the change will benefit the company.

–        Ask teams how it could benefit them.

–        Ask them what they need to do to realize the benefits.


It’s not surprising that many people view new company initiatives as either more work or irrelevant to their success. Most of us have too many things to accomplish, given the resources available – time, influence, people and money.

The key to getting people to care about a change is to ask them how it could be meaningful to them. Without making a personal connection, it’s just another thing they must do.

Start with the big picture and share how the change will benefit the organization. This provides context and meaning to the initiative. Next, ask teams how it can benefit their area. Giving people time to discuss the possibilities is essential to making the change meaningful. It’s an interactive process. After an in-depth exploration of the change, people will know why it is important for the business and themselves.


KNOWLEDGE BITES



TEAM BENEFITS WORKSHOP: How will the change benefit a team and its members?


SUCCESS TIP

Share that these benefits will be measured to ensure they are achieved.


To learn more about our article and podcast topics, check out the Change on the Run: 44 Ways to Survive Workplace Uncertainty book and audiobook at http://www.changeontherun.com or your favourite bookseller.


#change #changemanagement #transformation #management #business #leadership #engagement #podcasts 

Friday, 6 August 2021

How to Establish Team Ways of Working

 

This post's podcast episode is available at SounderApple PodcastsGoogle PodcastsStitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.


DO THIS

Get agreement on how your team will best work together.


BY DOING THIS

–        Align on the purpose and goals of the team.

–        Ask people to share the behaviours exhibited by the best and worst teams they have been a part of.

–        Ask people to select three good behaviours they believe will enable the current team’s success.


Good relationships and aligned behaviours drive team performance. Managing early interactions will minimize tensions and speed up performance.

A project kick-off meeting provides an opportunity for people to share their working preferences and agree on how they can best collaborate. Start by discussing and agreeing on a common purpose and goals. Next, ask people to share their backgrounds to profile their skills and experience (and to build their confidence). Once people have shared their stories, ask them to list good and bad team behaviours they’ve seen. The final step is to ask them to select three good ones they believe will make the team successful and are committed to following. A shorter list that’s followed is better than a longer list forgotten.


KNOWLEDGE BITES


TEAM BEHAVIOUR VISUALIZATION TOOL: What guidelines will my team follow to be effective (e.g., everyone has a voice, discussion before escalation, share information)?


SUCCESS TIP

Asking people to share common scenarios where the behaviours would be evident provides them with a mental image to follow.


The Change on the Run: 44 Ways to Survive Workplace Uncertainty book is now available. Go to http://www.changeontherun.com or your favourite bookseller for more details.

#changemanagement #change #management #business #leadership #personaldevelopment #engagement #communication #podcasts #changeontherun

Wednesday, 4 August 2021

How to Engage Leaders During Change


 This post's podcast episode is available at SounderApple PodcastsGoogle PodcastsStitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.


DO THIS

Demonstrate how the change will further their agenda.


BY DOING THIS

–        Ask leaders how the project can support their agenda.

–        Suggest other ways it can do so.

–        Monitor and report progress on these things.


Leaders are primarily measured on their function’s objectives. This means their focus, energy and support weigh toward their own accountabilities.

The most effective way to engage leaders in supporting you is to align your project’s agenda with their functional objectives. This creates a win-win dynamic where leaders are motivated to support your project’s progress because it helps them achieve personal goals. They are more likely to believe in their analysis of possible connections, but you can complement their views with others they aren’t aware of. Keep these connections top-of-mind for leaders by providing them with frequent project updates in the format they prefer, highlighting how their functional agenda is being served through project advances. 


KNOWLEDGE BITES


GOAL ALIGNMENT CHART: How can I align my project outcomes with my leaders' functional priorities?


SUCCESS TIP

Speak with your leaders’ team members to understand their functional priorities and the language they use to describe them before holding alignment discussions.


The Change on the Run: 44 Ways to Survive Workplace Uncertainty book is now available. Go to http://www.changeontherun.com or your favourite bookseller for more details.

#changemanagement #change #management #business #leadership #leadershipdevelopment #transformation #projectmanagement #presentationskills #engagement #changeontherun

Thursday, 1 July 2021

How to Tell People What to Expect

 


 This post's podcast episode is available at SounderApple PodcastsGoogle PodcastsStitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.


DO THIS

Always be the best source of information.


BY DOING THIS

–        Communicate early and often.

–        Speak from the audience’s perspective.

–        Share everything you can, honestly (don’t spin).


Communication is the most important form of support people receive when going through a work transition. It’s also one of the biggest enablers of successful change because it aligns everyone on their understanding of what’s changing, why it’s necessary, how it will affect them and what they must do to adopt it. 

Setting up a frequent and consistent communication schedule creates the expectation that people will receive regular updates from leaders and the project team. Communicating honestly in ways that your audience can relate to creates the perception that these messages are the best sources of information. You must regularly communicate even when there is nothing new to share. If you don’t, rumours and speculation fill the void, and such counter-narratives will seem credible, distract people and increase anxiety.


KNOWLEDGE BITES



AUDIENCE PROFILE ASSESSMENT TOOL: What are my audience's communication preferences?



SUCCESS TIP

Test your messages with a few members of your audience to avoid (or at least be prepared for) adverse reactions.


The Change on the Run: 44 Ways to Survive Workplace Uncertainty book is now available. Go to http://www.changeontherun.com or your favourite bookseller for more details.

#changemanagement #change #management #business #leadership #personaldevelopment #engagement #communication #podcasts #changeontherun

Wednesday, 2 June 2021

How to Present At a Leadership Review

 This post's podcast episode is available at SounderApple PodcastsGoogle PodcastsStitcher and Spotify.

When you are short of time, here is the one action that will give you 80 percent results in 20 percent of the time.


DO THIS

Align leaders through interaction.


BY DOING THIS

–        State the meeting purpose and decisions required.

–        Ask for feedback and dialogue throughout.

–        Summarize agreements and next steps.


Shared understanding is essential during change. People must align on the why, what, when, where, and how of the initiative. Everything must make sense or doubt, resistance, and risk seep in. 

Data is the foundation of knowledge. It is the raw materials of pattern recognition, insights and fact-based decision making. The challenge is that most people struggle to make sense of data. They think in stories instead of numbers and need context for data within their frames of reference to have meaning. Without personal connections to new concepts, people may become confused and distrustful of your insights and recommended way forward.  

Metaphors are powerful communicators. They help people understand new concepts by relating them to existing knowledge. The understanding of the metaphor creates a visual picture with which to associate the new information. The recipient draws their own conclusion once they see a connection between the two concepts. 

Classic business metaphors include “it’s like rearranging the deck chairs on the Titanic,” “put your oxygen mask on first,” and “we don’t eat our own cooking.” For example, "Rebranding our poorly-rated wellness program is like rearranging the deck chairs on the Titanic."

 First, distill the insight you want to convey into a sentence. The next step is to think of common connections. Produce two or three test metaphors and pick the best one. Finally, test your metaphor on a couple of people to make sure it is easy to understand and relatable. Your metaphor will help people understand your insights and increase their support for your recommendations.


KNOWLEDGE BITES




LEADERSHIP REVIEW AGENDA PLANNER: How do I structure a leadership project review meeting?



SUCCESS TIP

Planning for 10 minutes of flex time will help accommodate extra questions or longer dialogues.


The Change on the Run: 44 Ways to Survive Workplace Uncertainty book is now available. Go to http://www.changeontherun.com or your favourite bookseller for more details.

#changemanagement #change #management #business #leadership #leadershipdevelopment #transformation #projectmanagement #presentationskills #insights #changeontherun