Professional Documents
Culture Documents
Slide 1
Welcome!
Bill Palladino
EVP of Business Results & Partner
ISB Worldwide
Dallas, Texas USA
billp@isbworldwide.com
Slide 2
Change Defined….
Meaning of CHANGE
Pronunciation: cheynj
Slide 3
Slide 4
What Changes Are You Facing?
Regulations?
Global Investment?
International Political Instability?
Health Care for Citizens and Employees?
Deregulation?
Unemployment?
Unchecked urban growth?
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Slide 6
Culture and Technology
Change Cycle
Slide 7
Culture and Technology
Change Cycle
Slide 8
John Kotter
His Books
• Leading Change
• Heart of Change
• Our Iceberg Is Melting
Slide 9
Clip One
Dr. John Kotter
with New England Business News
Slide 10
Resisting and Driving Forces to Significant Change
Resisting Driving
1. Allowing too much 1. Establishing a real sense of
complacency urgency for the change
2. Counting on existing, pre- 2. Creating the Guiding
determined task forces Coalition
3. Going to “Strategy” without first 3. Developing a vision and
solidifying a “Vision” strategy
4. Under-communicating the 4. Communicating the change
vision by a factor of 10 (0r 100 vision so that everyone can
or even 1,000) “buy-in” to it.
5. Expecting only a few “smart” 5. Empowering broad-based
leaders to create the change action
6. Reaching for only the big goal 6. Generating short-term wins
without creating increments at increments
7. Becoming complacent after 7. Building upon short term
finding initial gains wins for more change
8. Treating the change as an event 8. Anchoring new approaches
with an end point. in the culture
Source: John Kotter
Slide 11
Clip Two
General Electric #1
Slide 12
Statistically
Dr. Kotter’s research suggests that in
Corporations and the Public Sector
60 – 70 Percent of Change
Initiatives
FAIL
Slide 13
Slide 15
Clip Three
Eastern Airlines – DVD #2 Cut 2
Slide 16
Would You Consider This a
Successful Change Metric?
A company that went from a market cap in
1982 of 25 Billion….
Clip Four
General Electric #2
Slide 18
Lessons From The Colony
Trust us?
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Slide 20
Alice: tough, practical. Makes Louis: willing to listen. Enough
things happen. Doesn’t care about experience to be wise. A bit
status, treats everyone the same. conservative. Not easily
Impossible to intimidate. flustered. Well respected.
My Favorite Characters
Slide 21
Pg. 6
Who Is NoNo?
There is another character in the book, NoNo. He
is a saboteur. A penguin that resists all efforts of
change.
Slide 22
People/Culture Resources
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Technology Systems/Processes
Slide 24
Exploring the 8 Steps
What are they?
Step 1: Create a Sense of Urgency
Step 2: Pull Together the Guiding Team
Step 3: Develop the Change Vision & Strategy
Step 4: Communicate for Buy-in
Step 5: Empower Others to Act
Step 6: Produce Short-term Wins
Step 7: Don’t Let Up
Step 8: Anchor the New Change in the Culture
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Page
11
Slide 26
Our Iceberg Is Melting
100%
75%
50%
25%
0%
100%
75%
50%
25%
0%
100%
75%
50%
25%
0%
Slide 30
In Closing
These are simple ideas.
They are proven to work in industry,
government, NGOs, education, and small
businesses.
Ask yourself how successful your
organization is at major change initiatives.
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Slide 32
CHANGE
When we are no longer able to change a situation,
we are challenged to change ourselves.
~Victor Frankl
.
Bill Palladino
bill@isbworldwide.com
Slide 33