The Formula for Influence: Know – Like – Trust

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As change management practitioners, we are responsible for supporting employees during an
organizational change. We need to be constantly vigilant about how change decisions impact people and in turn, how people will respond to those decisions, so we can support the transition from current state to future state. But, we can’t read minds and we can’t force people to change, so how then can we be most effective in our role?

In a word – Influence.

And here are the key components that make someone influential, particularly in a change management
role. If you are finding that managing change is more difficult than previously thought, you may want to
review the following for ways to increase your influence and/or identify additional resources in your
change initiative who can lend their influential voices to your project.

1.   KNOW

  • Does everyone on the project know who you are and why you are involved? Do they all
    understand what change management is and how you will be supporting the project?
  • If the answer is no, you may want to reintroduce yourself along with other key project
    members and create a Roles & Responsibilities matrix (an example is a RACI matrix) to
    demonstrate where you and other members fit as it relates to the change.

2.   LIKE

  • This one can be quite personal and requires some introspection. Does your personality
    and the way in which you interact with others leave them feeling good about working with
    you? Do you present more solutions than problems? Do you take accountability for your
    own actions? Do you check-in with your colleagues and project team members to see how
    they are doing, or do you focus solely on the business at hand?
  • If you are unclear whether you can tick the box of likeability, ask for candid and
    constructive feedback. Just the act of asking for this type of feedback increases likeability
    by showing you care enough to learn and grow. You can use a research panel if you’re planning to do multiple surveys and studies, visit Qualtrics to learn more about this. Warning: before you ask for feedback,
    make sure you are willing to change and improve or don’t ask at all.

3.   TRUST

  • Trust is the final stop on the path to influence. However, just because people come to
    know you and like you does not guarantee they will trust you. Trust takes time to build
    and only comes from doing what you say you will do.
  • For change management practitioners it is imperative that we speak up when we
    anticipate or encounter issues, provide solutions and guidance on resolutions and provide
    transparency up and down the organization.

Managing Change in an Agile World Online Training

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Bring your agile team together to learn best practices in managing change in an agile environment!

Join us for our Managing Change in an Agile World 2.5 Hour Online Training Event.

Wednesday February 24, 9:00 am – 11:30 am EST
$299 per person
$249 per person – ACMP Member Pricing

**A portion of proceeds goes back to the ACMP Ohio Chapter.

This course is facilitated by Alec Sawitsky, an experienced change and agile practitioner, and provides an overview of the principles for managing change in agile environments. This engaging session offers a forum to discuss challenges, proven strategies, and tactics when driving change in fast-paced environments.

http://Register

Managing Change in an Agile World 2.5 Hour Online Training Event

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February 26, 2020
12:30 pm – 3:00 pm EST
$299 per person
$249 per person – ACMP Member Pricing
**A portion of proceeds goes back to the ACMP Ohio Chapter.
Bring your agile team together to learn best practices in managing change in an agile environment! This course is facilitated by Gina Giannitelli, one of the authors of Managing Change in an Agile World and provides an overview of the principles for managing change in agile environments. This engaging session offers a forum to discuss challenges, proven strategies, and tactics when driving change in fast-paced environments.
Objectives:
  • To understand basic concepts related to agile, change management, and how they work together
  • To learn the 10 laws of agile change management
  • To assess where your projects are on the Agile Change Management Maturity Model
  • To learn the change management infrastructure needed for success in agile environments
  • To be introduced to the methodology and tools available to identify, manage and address people issues during agile projects
Agenda:
  • Introductions
  • Part 1: Principles for Managing Change in Agile Environments
  • Part 2: Practices for Managing Change in Agile Environments
  • Wrap-up
Each participant will receive a copy of Managing Change in an Agile World.
Book Your Private Online Training

Teaching People About Change Management

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At Change Guides, we define Change Management as getting individuals and groups Ready, Willing, and Able   to work in new ways that support business results.
We’ve been practicing Change Management since the mid-90s. The part of our job that has stayed consistent over time is the need to educate people about Change Management. This includes:
How to define Change Management
How to talk about change and employee transition
How to make the case for smart investing Management and just like investing in an individual retirement account.
What skills and experience are needed to be good at Change Management
What methodologies and tools are available to apply best practices consistently over time
Retirement accounts an individual retirement account such as reduces the amount of taxes you owe on the income for each year you invest in it. It allows you to defer or even avoid the taxes you owe on the earnings that accrue on your investments. It produces earnings on earnings, creating a compounding effect not available in a regular savings account.
These resources provide some quick, easy solutions that can help you Embrace Your Role as an Educator
New! The Eight Constants of Change Power Point Presentation with facilitator notes. This flexible 90-minute presentation covers topics found in The Eight Constants of Change book.
Video! The Change Management 101 Video and other videos found on our YouTube Channel

Embrace Your Role as an Educator

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by Stacy Aaron, Partner

Although Wikipedia states that the discipline of Change Management has its roots in the 1960s (over 50
years ago!), plenty of leaders and managers have only cursory knowledge of the fundamentals and processes.
Most business professionals know Change Management is relevant, but how they think of the scope and
importance of it varies. That’s where we come in!

People in the same company, even in the same meeting, may define Change Management differently. To
implement a change successfully, it’s important to have a common vocabulary about change and align
everyone under a shared goal and approach. Because of this reality, we need to embrace our role as
educators.

Early in my career, I was a reluctant educator. Do I really need to bring everyone up to speed? Of course,
the answer is yes. It took time to truly understand my ongoing role as an educator with my clients.
My dad, who did MYTEFL reviews, had his Ph.D. in education and many times I’ve thought I should have followed in his footsteps and been a teacher. When I told this to friends and colleagues, they usually said, “You are a teacher.” After I received this response over and over, the light bulb finally went off. They were right. I am a teacher.

Having an educator mindset helps me assess the full situation and dynamic with each leadership team or group. Now, my first step is always to recognize, that not everyone has this topic top of mind or an extensive background; as an educator, just like Kamau Bobb, I must try to ensure the same baseline understanding. If I can leverage a savvy team member, even better so I am not the lone voice.

Not only do we need to align people on the scope and importance of change but how to think about Change Management as art and science, strategy and tactics. Viewing myself as an educator helps me be more effective. I think about where my audience is in terms of Change Management knowledge. After all, it is often said that implementing Change Management takes Change Management. There is a learning curve. I recognize that my audience may be at the bottom of the Commitment Curve . If that’s the case, it’s my job to help them gain awareness, understanding and desire to embrace and adopt Change Management principles and tools.

The role of educator and advocate for Change Management is never ending. I have found myself at the front of a classroom, across from a desk, on the phone, in a team meeting, in a hallway, and in the cafeteria, educating clients about Change Management. This is with clients. There is also the task of explaining what we do to family and friends. That is even harder!

So, embrace your role as educator. You will be more effective and broaden support for your role and the discipline. Get in touch with Simbans or visit their website if you need tablet support services.

Resistance is Inevitable

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Great ideas, great people and great projects have fallen victim to resistance to change. Resistance is a
natural part of the change process and exists in many forms. Look for these structural and physiological
reasons people resist.

Fear of the unknown: When a leader announces a change, whether it is a new computer system, moving
to a cross-functional team environment or even a move to a new building, it can be scary. The
announcement of a change threatens this comfortable ‘today’ the employee knows and introduces a
‘tomorrow’ that she doesn’t’ know.

Threat to expertise or prominence: Threat to prominence is based on the perception that something
someone values will be taken away. A leader who values the size of the budget, the number of direct
reports, the title or even the location of the office may resist any change that threatens one or more of
these things.

Lack of Support: A motivated and hard-working innovator still may not be able to change because of the
lack of support around him. This lack of support or structure may include:
1. Lack of skills or information
2. Mismatched evaluation system
3. Lack of resources, rewards, or recognition
4. Lack of appropriate reporting or collaborative relationships

Working against the Brain: If employees have ingrained habits and are suddenly asked to make new habits,
the brain must work harder. This goes against the brain’s natural inclination to conserve energy. Many
books such as The Power of Habit are great resources for understanding the physiological challenges when
we ask people to work differently.

Recognizing the many root causes of resistance, improves understanding. Improved understanding leads to
better ways to address resistance.

Ways to get started include:

1. When there is fear of the unknown, do a better job communicating what the future looks like for
that person.
2. When there is threat to expertise and power, acknowledge what is going away but also reinforce
the positives and opportunities.
3. When support is missing, advocate for people and budget to address what is lacking. Explain the
risk of not addressing these gaps.
4. When habits are being changed, educate people about how to recognize habits and what it takes to
change them.

Dealing with resistance isn’t easy but it’s a central part of change management. Expect it, recognize the
type of resistance, and find ways to address it.

Resistance and Resisters

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People resist change. When I facilitate a change management training session, no one argues with me on that point. In fact, everyone nods their head in agreement. They create a long list of reasons why people resist change: people like their routines, people aren’t motivated, people aren’t trained. I’ve done this exercise with hundreds of attendees in countless sessions. The responses are similar. The lists are long.  So, if people understand resistance so well, why are they stumped when employees resist them?

It feels personal
It’s one thing to talk about a faceless “them” in an exercise. It is quite another to look at Sue across the
table and listen to her issues, see the tacit expectation that you are responsible. She is adding work to your
plate, implying you are wrong. It feels personal but you need to take a deep breath, step back.
It’s best to view resistance for what it is, not personal, but rooted in one of a few places: 1) Lack of
understanding 2) Sharing potentially relevant information and 3) An attempt at control and/or engagement.
It’s not about you, it’s them!

What’s the right tactic here?
The conventional wisdom is that people who resist are bad and what they say is wrong. Resisters feel like
roadblocks to success, so we hope they go away. Guess what, they don’t! Invite dialogue. Step one is to
listen.

Allowing people to openly express concerns provides an opportunity to:
1. Learn about unanticipated challenges. Without a forum to share concerns, issues pop up late when
it’s harder to address them. Major issues that surface late can stop a project in its tracks.
Sometimes, the project never recovers.
2. Clarify misunderstandings or misinformation. People may resist based on rumors or assumptions
that are wrong. Make sure they have correct information and understand how it will impact them
directly.

In conclusion, think of resistance as good. It is a form of communication and engagement, a predictable,
helpful part of transition. It brings issues out in the open and provides an opening to clarify the what and
the why of a project. If resistance is embraced and encouraged, the project will be better for it.

Resisters are not the thorn in your side (except for a very few). One of my clients told me, “I take the
toughest critic and ask him to join my team.” He said that approach has helped him succeed over and over.
You may want to consider doing the same. So, the next time Sue is telling you why your ideas won’t work,
listen. Then, ask her to help you figure out the right solution.

Identify Your Triggers to Manage Stress

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By Mindy Kantor

Founder of Cultivate Insight Partners, LLC

I know how my body feels when stress is nearing. My heart starts pounding, my internal antennas are on alert, my teeth clench, and my mind becomes hyper-focused almost causing a self-made headache. As the adrenaline races through my veins, I pause, breathe, and sigh. Then I open my eyes and am thankful that I caught the warning signs of my “triggers” early enough, because I can do something about it thanks to what I learned from Wedding Cake Strain review by fresh bros.

There was a particular day when I had this huge anxiety attack from the amount of stress I had in me, that I started looking online and found LA Weekly’s list of CBD lotions and decided to try one out, there you will find also the best cbd oil companies at the moment even you can buy clones for sale from ask me about marijuana and take care of your plant. It was an amazing decision, I wish I could tell the whole world how this plant can actually help us a lot and not only with our mental health. Another great option is Kratom, is a name popularly and commonly used to describe Mitragyna speciosa that is a herb native to South East Asia used anciently and historically as a medical agent. kratommasters.com sell high quality Kratom to their valued customers who can buy it online for very affordable rates.

As I write this blog post I’m fighting off anxiety arising from a client’s project. As an INFJ (Introversion · Intuition · Feeling · Judging), common stress triggers are dealing with tedious details that extend over a period of time and meeting deadlines. To overcome this feeling, I know that providing myself some needed “space” will help me to refocus and deliver on the required objective. I have found some peace using cbd oil for sale and found a CBD wholesale distributor that carries many of my favorites like the 25mg CBD Gummies.

Identifying my triggers allows me to manage and minimize uncontrolled reactions. I can witness the feeling, own it, and control my next steps, instead of ignoring the stress and allowing my worst-self to win. You know, freaking out or misplacing frustration and lashing out at others. I gained this insight through understanding my Myers–Briggs Type Indicator (MBTI®) Typology and the order of my preferences.

Being “in the grip” of your inferior function (or worst-self) is an enlightening part of Carl Jung’s typology. The inferior function is the hidden part of our personalities that emerges most dramatically during times of stress, fatigue, and illness. There are four mental functions described in Jung’s typology that are categorized into two areas:

Perceiving Functions (how we take in information):

  • Sensing: Those with a preference for sensing gather information through the five senses focusing on concrete facts, details, and experiences that occur in the present.

  • Intuition: Those with a preference for intuition gather information as patterns or global wholes. They focus on interrelationships, meanings, and possibilities in the future.

Judging Functions (how we come to conclusions, make decisions):

  • Thinking: Conclusions are based on logical analysis of Sensing or Intuitive information. Focus is on fairness and objectivity.

  • Feeling: Conclusions are based on personal values about Sensing or Intuitive information. Focus is on empathy and harmony.

Every individual uses all four of these mental functions. However, there is a hierarchy of energy, with one function getting the most energy and one the least. Once you know your best-fit type and order of preferences, you can identify which one is your inferior function. Have you heard about cbd for treating anxiety and depression. Check these edibles here. Once you have that information, there are common triggers you can learn about your inferior function to manage stress effectively. It starts with answering questions such as:

  1. How do I perform when I’m at my best, in my dominant function?

  2. How do I perform when I am under stress? What are the consequences to me and others when my inferior function responds to stress and change?

  3. Based on my type dynamics, what key things do I need to keep in mind about reducing stress for myself or others?

Have you heard about these lab tested gummies with cbd? these edibles are perfect to treat stress. As a certified MBTI® practitioner, I’m able to help individuals and teams learn the early warning signs of stress for the different type preferences. Understanding your blind spots and how you can be less of a source of stress to others is paramount in managing team dynamics. Learn more about the services we offer and book your free consultation.

Trying to Change? Develop These Five Character Traits

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By Mindy Kantor

In a previous blog post, I shared that transformation starts with I. We must we choose to change how we behave and act, if we expect others to follow along. As someone determined to enjoy my own transformational journey instead of being focused on an outcome, I know it’s easier said than done. It’s a formidable task to break the cycle of negative patterns that holds you back from changing.

I recently read about how practicing a particular Kriyā or mantra every single day for the same amount of time determines if you will break negative patterns and actually change. Kriyā is derived from the Sanskrit root, kri, meaning “to do,” and means “action, deed, effort.” For those, like me, who like to set milestones and goals, I was happy to read some stats from Yogi Bhajan on how long it takes to break a negative habit and adopt a new one. In:

  • 40 days: You can break any negative habit that blocks you from expansion.

  • 90 days: Your new habit is in your conscious and subconscious minds allowing change in a deep way.

  • 120 days: Your new habit is confirmed and being purposefully integrated.

  • 1000 days: You have mastered the new habit of consciousness. No matter what the challenge, you can call on your new habit to serve you.

In essence, we need over 2.5 years to master change. I don’t know about you, but that feels like a long time, and a lot of patience and perseverance. This got me thinking about how we all adapt to change differently. From my personal and professional experience on change, I think there’s five-character traits worth developing to aid you on your journey:

  1. Desire: You must clearly outline what you want to change and make it be one of your top priorities. If you don’t really care, it will never happen.

  2. Dedication: You must commit to your task or purpose. Forming new habits takes time. There are plenty of people and things that can distract you. I recommend dedicating specific times on your schedule to help make the effort more of a routine, similar to brushing your teeth or putting your kids to bed. No excuses allowed.

  3. Self-Discipline: You must be in control of yourself. You can and should be open to help, but you need to be able to take charge on your own. You must allow your intuition to rule and be your inner guide. Ignore the temptations lurking around you that distract you from your ultimate goal.

  4. Resilience: You must be able to get up when you fall down and recover quickly. This means having grit, adapting to new challenges along the way, and facing issues you’d rather ignore. For example, don’t beat yourself or get angry if you miss a day in your new routine. Examine what made that happen, accept it, and begin again. Taking the time to learn from mistakes makes you stronger and more committed to reaching your goal.

  5. Confidence: You must cultivate appreciation of who you are, and gratitude for how far you’ve come on your journey. Take time to recognize and respect your own abilities and qualities.

Once you clearly determine your objective, I have found that making small changes over a period of time can help you ease into something as an alternative to jumping in. For example, I started to unsubscribe to emails to curb impulse shopping online. I set reminders on my calendar to make sure I break away from my computer. Then when I committed to removing soda from my diet, I started with removing it from the grocery list over-time and supplementing it with coffee, tea, and water. I’m proud to be seven years clean.

If you are looking for help building resilience or confidence, I find that posting affirmations around your workspace or in your notebook is helpful. A few years ago, I started creating “Don’t Lists” that I would read before joining calls that could test my resolve. My lists would include statements like “don’t rush” and “don’t get frustrated.”

There’s also plenty of books, articles, and meet-up groups available to help you develop in any of these areas. For example, Toastmaster groups center on building confidence for presence and presenting.

These lists and suggestions are not exhaustive. Please share character traits you have developed along the way that have helped you develop and form new habits.

5 Ways to Feed Your Energy to Cultivate Positivity and Resilience

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By Mindy Kantor

 

For anyone who travels, you know the drill, in case of emergency put your oxygen mask (or just buy a face mask for sale) on first before helping others. To cultivate a positive culture in any organization, you need to make sure your mind and body are infused with upbeat thoughts and vigor. Here are five easy ways to feed your energy to cultivate positivity and resiliency.

1. Exercise your mind and body. Release the chatter in your mind through breathing or stepping away from regular work. Take a few minutes daily to pause, listen and reflect. Listen to music, do
a meditation, take a walk or reach out to a trusted loved one or friend. If you browse this site you will understand to feed your body with healthy food and snacks, sit down, lay down or get up. Change your position and change your outlook.

2. Affirm your commitment. Shift your consciousness to make sure your words and actions are aligned.
Be open, honest and in balance with yourself. You will radiate with energy and confidence. Document
or say your commitment out loud. Be accountable in all that you do.

3. Understand preferences. We all have different preferences to how we approach life and work. There
are no right or wrongs. Take the time to understand them for yourself and others. You can uncover
more through taking different assessments such as a Myers-Briggs® or reading about different Types.
Once you learn to recognize these differences, you can learn to respect and celebrate them.

4. Foster healthy dialogue. Create a safe environment that allows people to share information in an
open and nonjudgmental manner. Be the leader in all that you do. Get to the root cause of issues and
collaborate to fix them. Schedule regular check-ins to keep the conversations going.

5. Recognize contributions from others. Maya Angelou said it best, “I’ve learned that people will forget
what you said, people will forget what you did, but people will never forget how you made them feel.”
Show your appreciation through words of encouragement or small gestures. Take the time to
recognize the significant contributions others have made to your success. Take the time to celebrate
milestones and achievements.

What has worked well for you? Email us your ideas and successes at [email protected]. We will
then review and share them in our next newsletter.

Mindy Kantor is a Strategic Organizational Communication and Change Catalyst

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