Making the models work for you

Louise SilburnTransforming Partnerships

The brain

The brain looks for bad news

Understand organisations

Be clear on purpose

Lead from the heart

– Believe in the need for change – Convey excitement when you talk about it– Use your commitment to purpose to overcome your

fears and be resilient– Dedicate your time to managing it and communicating

about it– Be committed to seeing it through before starting the

next change– Care enough to communicate even when it is difficult to

do so

Plan with the head…Kurt Lewin Change Model

UnfreezeCreate the right environment

ChangeSupport change to desired state

Re-freezeReinforce to anchor change

UnfreezeCreate the right environment

• Celebrate• Articulate • Involve and communicate• Assign resources • Set expectations• Identify and manage resistance points

Change process• Build critical mass• Develop • Involve• Implement• Support and communicate

Building critical mass for change

The goal is not to achieve total commitment from everyone, but to obtain at least the minimum commitment from key individuals and

groups necessary for success

Smallest number of stakeholders needed

Make it happen help it happen, let it happen.

Understanding the impact of change on performance

Build a change-friendly environment working with mindset and

behaviours

Focus energy productively

Communicate• Honestly• Often• Two-way• Using different formats• Taking account of different styles

Essential skills for leading change: no. 1

Understand the 5 levels of Listening

4. Active Listening Focused on self 3. Selective Listening

2. Pretend Listening

1. NOT Listening!

5. Empathetic Listening Focused on other

Open Questions

Essential skills for leading change: no. 2

Re-freezeReinforce to anchor change

• Reward new behaviours

• Use visible symbols for change

• Continue to communicate

Top take-outs• Start with ‘why?’• Ask open questions – what/how?• Listen empathetically – get out of your own

head• Be honest and open