The Third Leadership SkillCol Harry LeBoeuf, USAF (ret)

Adapt

I’ve had worse jobs than these!

A) True

B) False

Change Leader’s Mindset

Do you like Change?

A) Yes

B) No

Do your people like Change?

A) Yes

B) No

Change Leaders Mindset

1. Change is here to stay.

2. If it ain’t broke – break it!

3. No news is not good news during change.

4. Change is a personal issue, not an intellectual issue.

5. People do not fear change, but the loss associated

with the change.

6. It’s impossible to work out all the details before a

change initiative.

Change Leaders Mindset

7. It’s impossible to keep everybody happy during

changes.

8. We must remember the most adaptable survive.

9. Our job is to make the changes work.

Change Leaders Mindset

3 Reasons Why Organizations Fail

Inability or unwillingness to:

1. Reject conventional wisdom.

2. Embrace unconventional realities.

3. Transform systems, practices, and procedures.

Of the three below, I most fear my organization’s

inability or unwillingness to: A) Reject conventional wisdom

B) Embrace unconventional realities

C) Transform systems, practices, or procedures

How to Catch a Monkey

Change Readiness Scale

You 1 2 3 4 5 6 7

Team 1 2 3 4 5 6 7

Front-line 1 2 3 4 5 6 7

Willingness to Change (Attitude)Low High

You 1 2 3 4 5 6 7

Team 1 2 3 4 5 6 7

Front-line 1 2 3 4 5 6 7

HighLow

Ability to Change (Skill)

“But the core of the matter (leading change) is always about changing behavior of people,

and behavior change happens in highly successful situations mostly by speaking

to people’s feelings.”

John Kotter, AuthorLeading Change and The Heart of Change

Leading Change Model

Change Event

Positive Negative

Change Event

Positive

Stage 1: Excitement• Reinforce the idea• Prepare for hurdles

Change Event

Positive

Stage 1: Excitement

Stage 2: Doubt• “OK” the feelings• Provide direction

Change Event

Positive

Stage 1: Excitement

Stage 2: Doubt

Stage 3: Hope• Acknowledge progress• Provide support

Change Event

Positive

Stage 1: Excitement

Stage 2: Doubt

Stage 3: Hope

Stage 4: Commitment• Celebrate success• Recognize growth• Prepare for next change

Change Event

Positive Negative

Stage 1: Excitement

Stage 2: Doubt

Stage 3: Hope

Stage 4: Commitment

Stage 1: Denial• Ask “What Hurts”?• (Re)confirm the change

Change Event

Positive Negative

Stage 1: Excitement

Stage 2: Doubt

Stage 3: Hope

Stage 4: Commitment

Stage 1: Denial

Stage 2: Resistance• Let them vent• Encourage attempts

Change Event

Positive Negative

Stage 1: Excitement

Stage 2: Doubt

Stage 3: Hope

Stage 4: Commitment

Stage 1: Denial

Stage 2: Resistance

Stage 3: Acceptance• Catch them doing it right• Tolerate mistakes• Set short-term goals

Change Event

Positive Negative

Stage 1: Excitement

Stage 2: Doubt

Stage 3: Hope

Stage 4: Commitment

Stage 1: Denial

Stage 2: Resistance

Stage 3: Acceptance

Stage 4: Commitment• Celebrate success• Recognize growth• Prepare for next change

Change Event

Positive Negative

Stage 1: Excitement

Stage 2: Doubt

Stage 3: Hope

Stage 4: Commitment

Change Event

Stage 1: Denial

Stage 2: Resistance

Stage 3: Acceptance

Stage 4: Commitment

1. Mark the passage of the old ways.Remember the glory of the past, but promise a better future.

Celebrate the new way through stories, and heroes, successes.

2. Establish a sense of urgency. Avoid analysis paralysis.

Ten Keys to Leading Transformational Change

3. Go where the energy is.Find groups already moving in the right direction.Make them your heroes.

4. Create risk-taking teams.Be tolerant of mistakes but intolerant of inaction

Ten Keys to Leading Transformational Change

5. Transfer ownership for success.

Emancipate – don’t abdicate.

6. Create positive momentum through quick successes. Aggressively go for the low-hanging fruit.When successful, transfer that energy to tougher challenges.

Ten Keys to Leading Transformational Change

7. Re-recruit your peak performers.Don’t ignore or overload your best people.Remind and reinforce their value to your organization

8. Champion your purpose.Justify the struggle.Find a thousand ways to say the same thing.

Ten Keys to Leading Transformational Change

9. Focus on results – not overcoming resistance.Remember that results beget results beget results…

10.Keep your perspective.Maintain your humor and joy.Remember – even God cannot please everybody.

Ten Keys to Leading Transformational Change

My Action PlanList 2-3 actions to take your

AdaptingTo a Higher Level

Develop

Two Keys to Developing Your Team

1. Training: develop competencies

2. Coaching: develop confidence

Do you feel adequately trained for your present position?

A) Yes

B) No

3 Steps to Effective Training

Step 1: Assess the NeedStep 2: Choose the Training OptionStep 3: Measure the Results

Remember: training is only appropriate if an employee needs a specific Skill,

Knowledge, or Attitude that he/she does not currently possess to successfully

fulfill their role.

Two Keys to Developing Your Team

1. Training: develop competencies

2. Coaching: develop confidence

What is Leadership Coaching?

• Equips people with the SKA to develop themselves.• Process – not an event.• Something you do with them – not to them.• Not about “fixing” people – it’s about unleashing potential.• Two-way relationship – not a one-way event.• Mindset and approach for improvement.

Do you see an advantage to coaching your people?

A) Yes

B) No

My Action Plan

List 2-3 actions to take your

DevelopingTo a Higher Level.

Ropella Leadership Transformation

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