badass, big-hearted change agent: the change quest

Become a Badass, Big-Hearted Change Agent

@LoisKelly | @RebelsatWork | #RebelJam15 | June 26, 2015

THE CHANGE QUEST

About Me Facilitator, speaker Labor of love RebelsAtWork.com Marketing agencies Fortune 500 clients Foghound.com Writer NakedHearted.com August 2015

A Handbook for Leading Change from Within

Lois Kelly & Carmen Medina

REBELS AT WORK

“Rebels at Work is the essential guide to rocking the boat. From the trenches, Lois Kelly and Carmen Medina outline how to gain credibility, pitch ideas,

navigate politics, manage conflict, and maintain sanity.”— Adam Grant, Wharton professor and

New York Times bestselling author of Give and Take

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Students on city school

committee

AT&T equal pay for women

Digital marketing:

DATA

Social = biz vs. PR strategy

1972 1978 1994 2008 2010

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SEE NEED 5

Low Medium High

How well have I thought through a possible solution? How much value would this idea provide? Do I believe it’s possible? How much do I want to do it? Will other people support it?

Is the idea worth your effort?

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@Rebels at Work

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FACE WORRIES

Don’t let assumptions stop you from starting.

•  Management probably won’t support or fund •  I’ll be seen as a troublemaker if I did that •  These people will never change •  My boss will tell me to form a committee to study •  I shouldn't’t have to be the one to do this

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• We can’t do that because…. • We can do that IF

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PREPARE

Understand the organization

What does the organization really care about in its gut?

Look for aspirations or anxieties

How do new ideas get approved?

Look at someone who has succeeded.

What does she/he do?

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EMOTIONAL HOOK

HOW THINGS WORK

What are people ready to do?

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What patterns are emerging?

1. What are the 3 most important things we’re noticing about this situation?

Source: Human Systems Dynamics Institute

SAME DIFFERENT

2. How do we want things to be the same of different in the future?

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3. What contradictions are we encountering? Places were people are stuck. Tension in the system. Is this a contradiction that can or should be solved?

Source: Human Systems Dynamics Institute

4. What has surprised us in the recent past?

Surprise shows pattern at work is shifting. Surprise is a signal that people are paying attention to this.

5. What are we going to do to make a difference in the near future?

What’s the right fix for right now?

Context: position within organization’s frame Emotion: superhighway to understanding Relevancy: why now? What’s urgency?

MISTAKE!!!! Logic, facts and figures

FRAME

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SUPPORT

Find your wild pack

…and support and caring packs

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CONFLICT

RESPONSE REAL MEANING YOUR RESPONSE

There are no resources It’s not a priority Acknowledge

How will THIS affect THAT in future?

Desire for certainty Unknowable

Where’s the ROI? How will we know it’s working?

Measures

Let’s develop some consensus on this

Uncertain of its merits What would it take to make you…

Why don’t you form a working group

I can’t be bothered with this but want to look supportive

Address reality and offer two alternatives

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Responding to common objections

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Conflict Negotiation •  Go to the balcony: perspective •  What’s it like to be them: song beneath the words •  What we both want, value: shared purpose •  What I want/need: clear next step

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Low Medium High How much value do most people think the idea provides? People want to support this idea Do I still believe it’s possible? How much do I still want to do it? Are the next steps about what has to be done clear?

REASSESS &

REFINE

Know when to quit

Succeed or quit

If you are the boss….

1.  Be kind: Safety 2.  Call bullshit and be called on bullshit:

Authenticity 3.  Invite cognitive diversity: Creativity

Resources, newsletter, posts:

www.Rebelsatwork.com www.facebook.com/RebelsatWork

@RebelsatWork @LoisKelly

@Milouness