ena - the new normal: dealing effectively with change
DESCRIPTION
ENA conference keynoteTRANSCRIPT
The New Normal:Dealing Effectively With Change
Kuala LumpurOct 6th 2011
For those who are prepared…For those who are prepared…
…chaos brings opportunity
What you told me…
• Overwhelmed by work load and change• Overwhelmed by speed of work and change• Looooooooong days / no breaks• Too few resources – staff/money/time/equipment• Lack of trust / collaboration• Violence / abuse from patients
Some of this can’t be fixed!
“Take massive control of anything you can control, and try as hard as you humanly can to let go of anything you can’t.”
304
1.2
HONESTFORWARD LOOKING
COMPETENTINSPIRING
FAIRSUPPORTIVE
The Leadership Challenge
by Kouzes and Posner
I want a leader who will:
Tell me the TRUTH… Has a clear vision for
where we are going… Has the skills to get
us there successfully… Is excited about going
with me…And will treat me
fairly and support me along the way.
The rate of internal innovation must exceed
the rate of external innovation”
II > EI
19822022
100,000,000
• The willingness… even enthusiasm… to change EVERYTHING combined with the wisdom to understand what must NEVER be changed.
The Key To Success in the New Normal…
•Nimbleosity•Nim-bo-licous
Anyone who tells you they enjoy change…
should seek immediate professional help.
Emotional Response to Perceived Negative Change
Stability
Immobilization
Denial
Anger
Bargaining
Depression
Testing
Acceptance
TimePassive
Active
Emoti
onal
Res
pons
e
Managing Positive Responses to Change
Uninformed Optimism
Informed Pessimism
HopefulRealism
Informed Optimism
Completion
CheckingOut
TIME
PESS
IMIS
M
6 Key Steps to the Change Process
Successful Change
Irresistible case for changeNew vision of the futureSense of urgencyGuiding coalition
C+R+ISO
Successful Change
Irresistible case for changeNew vision of the futureSense of urgencyGuiding coalitionPlan for small winsEmpower others
Four antidotes to change resistance1. Bring people face-to-face with the external pressures to change.
2. Engage change “zealots.”
3. Manage feelings & emotions.
4. Support the change with new tools, systems and training.
Positive Culture
Fun
Family
Friends
Fair
FreedomPride
Praise
Meaning
Results
5
1-10
The key elements of a winning culture
• D• M• C• C• M• D
irection – vivid, clear, inspiring --- shared
easurements – specific, observable, focused
ompetence – very good at what they do
ommunication – open, honest, courageous
utual Accountability – all team members
iscipline – do this every day
7 Keys to TRUST
• Tell the truth• Be transparent• Extend trust and respect• Be vulnerable• NO games• Keep your promises• Communicate clearly
SMART Communications
Shared Meaning
AuthenticityRespect
Trust
DialogueAvoid Attack
Competence
RespectDis-trust
Affection TRUST
HIGH
LOW
LOW HIGH
Concern
The 4 Cs of TRUST
“I am good at what I do… and I do it because I
care about you.”
If you have any questions at all please do not hesitate to send a note or call. My email address is: [email protected]
My twitter address is: @awesomelysimple
*** Please connect with me on LinkedIn ***
Also, you might find value in the ideas I share in my blog. You can sign up for it at:www.blog.johnspence.com
Lastly, these slides have already been uploaded to:
www.slideshare.net/johnspence