“A shared purpose captures early involvement and support for the change, reduces tensions and conflict and leads to better results.”

This plan should cover:<ol><li>Role models</li><li>Comprehension and commitment</li><li>Formal procedures</li><li>Enabling people, enhance their skill and knowledge</li></ol>Your change should cascade down through four levels – “corporate, project, supports and communications.” Factor in the structures and supports needed at each level to accomplish your change goals.

Make a Master Plan of Change

4. Utilize “the dynamics of power” – there is always people/team with ‘power; formal/informal. Analyze, leverage and align the flow of ‘power’.5. Deliver and request feedback – continuous improvement only can be done with feedback6. Recognize and leverage diversity – see each person as there will be differences in each of us; be sensitive with it.

Change efforts begin with knowing who you are and what unconscious factors drive your decisions, then linking that Self with the greater world. The one element in the change management process that you completely govern is yourself.

The “Use-of-Self”

Acknowledge the current culture, deep dive to find its root concepts. Take this into account when you need to do a change. Change agents should look out for mismatches between intention and results, inside and outside influences, and risks. Remain nimble, receptive to feedback and willing to innovate.

Culture and Change

Teamwork becomes the glue that bonds people together around the shared purpose and collectively engages their hearts and minds. The five main team dysfunctions to look out for are mistrust, conflict, poor commitment, avoiding accountability and inattention to results.

Teamwork

1. Be deliberate about your decisions and take accountability – check your biases and consider choices while make sure you’re aware of all the facets of your thinking.2. Foster “Use-of-Self as an instrument of change” – embrace and face people’s resistance to change.3. “Reframe” - when you reframe, you find new perspectives from which to view your experiences.

Six precepts of Leading Meaningful Change

<ol><li>Build a common goal</li><li>Make people involved</li><li>Maintain interpersonal connection</li><li>Make your plan aligned with the goal</li><li>Build a culture that align with the change</li><li>Make all part is ready for change</li><li>Always do continues monitoring and adjustment</li></ol>

Seven principles of Leading Meaningful Change

Remember to do “Envisioning Success Exercise“; asks participants to project themselves into the future, visualizing the success of your change initiative, and retrace the steps that got them there. This will build a common shared purpose.

Envisioning Success Exercise

Anticipate that the four stages of a change will be in steady movement as you plan, convey and assess the arranged change. The stages are:<ol><li>Alignment – get all stakeholders into account and to get your common definition of successful change</li><li>Integration – you may start to find resistance to be addressed. Consider to have workshops, team sessions, etc.</li><li>Action – always look back your change Master Plan, adjust when necessary</li><li>Renewal – Evaluate everything, assess your change against your purpose</li></ol>

Four Stages of Change

Beverley Patwell encourages people to embark on a “change journey”. She shared jargon “Use-of-Self” that focuses on the individual as the pivotal point for meaningful change. It also provided deeper explanations on four-stage process of align, integrate, carry out and renew your change process.

"Straightforward and practical, this book is a must-read for any leader or change practitioner."―Mark Porter, Executive Vice President People & Culture, WestJet Airlines Leading Meaningful Change is an essential guide for executives, leaders, managers, consultants, and other professionals who need to go beyond applying tactics in a change plan to truly capture the hearts, minds, and souls of the people they lead. Based on her research and 30 years of experience helping people lead and manage meaningful change, Beverley Patwell offers a new framework to guide and enhance the change journey. This approach is humanizing, engaging, and results in the belief in a higher purpose that permeates throughout the organization while at the same time achieves outcomes that are far greater than one person's single contribution. Patwell's framework is effective in: - creating a shared vision that compels people to be engaged and involved in the change journey; - developing internal leaders and strong, cohesive and aligned teams to lead, manage and support the changes; and - developing strategies to effectively lead, manage and evaluate the human side of change. At the core of the framework are the Use-of-Self principles applied to the change process as seen through interviews with 24 multi-generational emerging, current and long-service leaders who explain why Use-of-Self remains a key element in successfully leading and managing change. The book also includes practical tools to help leaders and managers across the globe address change leadership challenges. Of special note is a two-year case study of the Senior Leadership Team in the City of Ottawa who led a significant city-wide culture shift using the framework.

philosophy

Philosophy

books

Books

leadershipandmanagement

Leadership & Management

"Straightforward and practical, this book is a must-read for any leader or change practitioner."―Mark Porter, Executive Vice President People & Culture, WestJet Airlines Leading Meaningful Change is an essential guide for executives, leaders, managers, consultants, and other professionals who need to go beyond applying tactics in a change plan to truly capture the hearts, minds, and souls of the people they lead. Based on her research and 30 years of experience helping people lead and manage meaningful change, Beverley Patwell offers a new framework to guide and enhance the change journey. This approach is humanizing, engaging, and results in the belief in a higher purpose that permeates throughout the organization while at the same time achieves outcomes that are far greater than one person's single contribution. Patwell's framework is effective in: - creating a shared vision that compels people to be engaged and involved in the change journey; - developing internal leaders and strong, cohesive and aligned teams to lead, manage and support the changes; and - developing strategies to effectively lead, manage and evaluate the human side of change. At the core of the framework are the Use-of-Self principles applied to the change process as seen through interviews with 24 multi-generational emerging, current and long-service leaders who explain why Use-of-Self remains a key element in successfully leading and managing change. The book also includes practical tools to help leaders and managers across the globe address change leadership challenges. Of special note is a two-year case study of the Senior Leadership Team in the City of Ottawa who led a significant city-wide culture shift using the framework.

The “Use-of-Self”

Similar ideas to The “Use-of-Self”

Importance of Self-Awareness

How to Use Self-Feedback

Constant self-optimization