leading through change & disruption€¦ · leading through change & disruption brad wolff...

LEADING THROUGH CHANGE & DISRUPTIONBrad Wolff

(678) 229-2413 I bwolff@peoplemaximizers.com 8)Iblff@lii

(678) 229-2413 I bwolff@peoplemaximizers.com

Getting to Know Each Other

oooooooooooooooohhhhh

Your Role?

Company?

Where do you live?

Hobbies?Where did you…

•School?•Grow up?•Travel?

One fun fact?

Objective

Understand the Five-step process to achieve a flexible, adaptive, learning organization (FALO).

Summarize Google’s three principles for creating a great culture.

Implement specific takeaways to develop a flexible, adaptive, learning organization

Exercise

Write your answers in your workbook on page 2Pair up to discuss your answers

The listener’s job is to Let the other person provide their answers for 2-4Encourage/challenge them to come up withmore answersShare suggestions if other person would like anyWrite down more information based on discussionSwitch positions

People 1st, processes and technologies 2nd 1

Five -Step process FALO

People 1st, processes and technologies 2nd

Create a personal development mindset

Five -Step process FALO

Develop a culture of personal development

3Five -Step processFALO

Leaders take inventory of their weaknesses

Five -Step processFALO

Leaders take inventory of their weaknesses

Leaders commit to ongoing personal development

Five -Step processFALO

Shift your mindset: People 1st, processes and technologies 2nd

Business problems are “people problems”

“Perfect” processes and technologies require right people doing right things

Processes and technology are simpler and less emotional than “people problems”

(678) 229-2413 I bwolff@peoplemaximizers.com (678) 229-2413 I bwbbbbbbbbbbbbbolff@peoplemaximizers.com

Develop a culture that supports personal development

All sustainable change requires a culture that supports it

STEP 3

Develop a culture that supports personal development

All sustainable change requires a culture that supports it

Create a culture that encourages people to get out of their own comfort zones.

STEP 3

Key Leadership actions personal developmentculture

Demonstrate the effort to

improve

STEP 3

improve

1Encourage effort over

results in the early stages

STEP 3

improve

1Encourage effort over

results in the early stages

2Negative

consequences when people

don’t make the effort

STEP 3

Key LeadershipActioncultureHold leaders and “top performers to same standards as others

STEP 3

Exercise Question

What’s one “very doable” thing you can do now to help create a culture that supports personal development?

STEP 3

How does knowing that effective change starts with “working on the culture” change your approach?

STEP 3

Exercise Question

Which of “GOOGLE Principles” you believe you can start applying now?

Exercise Question

Which of these principles are a real stretch for you and why?

Exercise Question

Take inventory of weaknesses

Habitual way of thinking/behavior that impairs effectiveness

STEP 4

Every “weakness” has a benefit or strength

STEP 4

Develop the “opposite side of a weakness”

STEP 4

Develop the “opposite side of a weakness”

Leaders’ openness encourages the same in others

STEP 4

Group discussion

Why is it so important for leaders to be open and authentic about our areas of weakness?

What impact does leader openness about our weakness have on our personal growth and development

What impact does leader openness it have on the organizational culture?

What impact does tryingto hide or deny our weaknesses have on ourselves and our organizations?

Group discussion

Exercise

What’s one weaknesses you’d like to improve in?

What are the positive or helpful aspects of this characteristic?

What are the negative aspects that hinder your effectiveness?

Commit to ongoing personal development

Identify one improvement area to work on

STEP 5

Start with small, easy steps to improve

STEP 5

Going off course is normal

STEP 5

Consider outside support to fill the gaps

STEP 5

Consider outside support to fill the gaps

“Practice what you Preach”

STEP 5

Leaders’ example drives culture of personal development

Exercise

What is one improvement you’re ready to commit to work on (it can be what you identified in Step 4 or something else)

What are some small, easy steps you can start taking now?

What are some simple, practical things to get back “on course” when you slip to old habits?

What qualified outside support (mentors, coaches, etc.) would help?

Grow and Develop…to Adapt and Thrive!

Signs your organization is developing into a FALO

Handle life and business challenges with less stress

Business results improve and challenges become opportunities

Climbing “Personal Development Ladder”

Need to be told what to do

Take Responsibility

Take Ownership

Critical Point

Even on our best day, we’re all imperfect

Critical Point

Often unaware when we say one thing and do another

Critical Point

Old habits try to pull us back into what we’re accustomed to

Critical Point

Old habits try to pull us back into what we’re accustomed to

It’s easy to think that other people need to do the work

Feedback, Encouragement and Accountability

Difficult to make long-term improvement without support of others

Have people you trust “see you in action” to provideFeedbackEncouragementAccountability

If nobody’s in a positionto do that, use qualified outside support

Zoom Video Coaching

Will occur over the next six weeks

Complimentarypartofprogram

Will answer questions you have

Will help you overcome obstacles

IF YOU REMEMBER NOTHING ELSE…

The key to thriving in change is becoming a FALO The key to becoming a FALO is culture of personal development

Contact:

BRAD WOLFFemail bwolff@peoplemaximizers.comphone 678-229-2413Receive my weekly podcast

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leading through change & disruption€¦ · leading through change & disruption brad wolff...

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