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Punchy, actionable insights and tips to make the life of the team leader a breeze.
[00:00:00] Pia: Change isn't something that always happens to us. We can also effect it ourselves as leaders when products, structures or approaches need to be transformed, there are some tried and tested approaches about how to bring your people along with you and make them feel part of the solution going forward. I'm Pia.
[00:00:20] Dan: And I'm Dan, and this is Squadify Connects. Creating change requires winning both the hearts and minds of your people. Otherwise it can take too long or possibly stall with a low level of buy-in. John Cos eight step leading change model is the most used and applicable in a range of situations.
[00:00:39] Pia: But we've abbreviated it to just four phases to make it a little easier to remember, but also you can see it in its full entirety and attached in the show notes. So phase one, create urgency and get people on board. Oh, this is so important to create momentum and get your coalition of the willing, interested in the end result. You need loads of energy and a compelling narrative.
[00:01:08] Dan: Phase two is to create an inspiring strategic vision with a clear line of how the future will look different from the past, and communicate that clearly to a growing number of people. Paint the picture of how the collective can be unified in the pursuit of achieving the goal together and talk about it with people and get their feedback.
[00:01:28] Dan: Phase three is to enable action to happen by removing barriers and obstacles to it, and aim to quickly gather short-term winds to boost energy and confidence.
[00:01:39] Pia: And then finally, phase four. Once you've got those first wins, you can then push harder to accelerate your successes. By bringing an infectious energy and a track record of successes, you'll find that this will credibly and positively showcase the change. And of course, use the three Cs to align the team to the conditions for success that will be required on the other side of the transformation.
[00:02:06] Pia: So once you can see the change, begin to take root, communicate the connections between new behaviors and organizational success, and make sure they continue until they become strong enough to replace old habits. So simply put, create urgency, inspire and align people behind a compelling vision and look to capitalize on early successes to keep momentum going, oh, it sounds easy when you say it like this, but it needs careful planning and focus to bring it to life. And then also practice at doing it with smaller changes rather than starting with high stakes projects.
[00:02:47] Dan: Yeah, so this week, think of a project or initiative that you'd like to lead that you know will require a change from old ways to new ways. They could be simple examples such as ways of completing and inputting information, creating a new way of working agile, for instance, or creating cross-functional ways of execution. Plan for the change using the four phases of Cotter's eight steps, and then notice the level of engagement and where there may be challenges. Once you've found some practices that are working well, you can apply the learnings and approach a bigger project.
[00:03:20] Pia: So, as we said at the beginning of this miniseries, change is an absolute constant in our working lives. Understanding the psychology behind it, as well as the phases that we often go through to accept change helps us to make better choices and respond consciously. And as a leader will also be required to lead change from the front, so being aware of these key elements that will drive greater adoption will be very useful. Knowing what change is and being more aware of how to navigate and lead within it is probably the most important skill of modern 21st century leadership. So that concludes our miniseries on change and sets you up for the final chapter of your Connects, Rockstar Team skills. So see you next week.