20 oktober 2012

Manage the pain of change


I like condensed exformative blog posts about leadership, especially if they are about "organizational change management". So, I was very pleased when I found a link in my Intra to the post "How leaders can handle the pain of change", written by Melissa Lanier in the Linked 2 leadership blog.

Melissa states "Very quickly, the people in an organization can go from positive and committed to actively disengaged. Change will fail if it is executed by disengaged people who are going through the motions to collect a paycheck. Leaders must connect with people and communicate through the pain of change to drive commitment".

She clarifies the 7 questions every leader must answer in order to properly handle the pain of change in your organization:
  1. Where are we going?  As a leader, you must paint the picture of where this change is going to take your organization.  Tie your change initiative to organizational vision and values so that all it makes sense for the people you lead.
  2. Who is supposed to change?  Think about your team and anyone else impacted by the change. Where are they? Consider time zones, languages and cultural preferences. You may need to identify someone how can help you localize your content to make it relevant to global participants.
  3. What do they need to hear?  Don’t just show up with a slick PowerPoint that tells everyone how your change is the top priority for the organization. Think about what people need to know to support your change. Define those critical messages in advance. Be consistent! Inconsistent communication makes all communication unreliable.
  4. How will I reach out to them?  For a complex change, you might consider setting up a page on the company intranet. Perhaps you could use your voicemail system to send a general broadcast email. Could you print posters that give people information about your change? It is almost impossible to over communicate.
  5. How will I help them through the change?  The best way to keep your organization productive and engaged during changes is to identify and address their concerns about the change. Leaders must admit that apprehension and concerns exist and then explain how the change will affect people personally.
  6. How will I hear what they have to say?  Focus on creating dialogue with the people you are expecting to change. Ask how they feel about the change and solicit suggestions designed to make your change more effective. The important concept is to develop a conversation and allow the people who are being asked to change to have input into the change.
  7. How will we celebrate our success?  Don’t underestimate the power of recognition in keeping employees engaged during change. When you are asking people to leave their comfort zone and change, it is critical to provide genuine appreciation and recognition.

Melissa concludes: Answering these questions should help you develop a plan to lead your people through change. Don’t forget the most important tool at your disposal to keep people actively engaged during change. You!

19 oktober 2012

Moderna Mållgan goes IT

Det finns många sätt att marknadsföra sig på. Knowit har valt att via Computer Sweden och DI köra olika "serie-strippar" under temat "Dom kallar oss IT-KONSULTER".
Jag tycker nedan strip - "Moderna Mållgan" är klockren;

16 oktober 2012

SCARF - smörja sociala hjärnor

Jag gillar små modeller. Sprang på en för mig ny alldeles nyss i en artikel om hjärnan via chef.se: SCARF-modellen (läs hela artikeln i chef här).

Jag citerar:
För att nå goda resultat i en organisation är det därför helt avgörande att chefen förstår hur man bäst smörjer medarbetarnas "sociala hjärnor". Det menar Marie Ryd, vetenskapsjournalist och tidigare forskare vid Karolinska Institutet. Numera arbetar hon med prenumerationstjänsten Holone (www.holone.se), som informerar om just kognitiv och social neurovetenskap.

Modellen SCARF står för:
Status (Status) - handlar om att man som chef måste förstå hur man med enkla medel kan höja sina medarbetares status.
Förutsägbarhet (Certainty) - handlar om att alltid, även under större förändringar, tydliggöra förväntningar och ha hög transparens på arbetsplatsen.
Självständighet (Autonomy) - handlar om att lita på medarbetarna, eftersträva hög autonomi, dvs en känsla av att medarbetarna kan påverka sin egen situation (motsatsen till mikrostyrning).
Relationer (Relationships) - handlar om att säkerställa att medarbetarna tillåts utveckla trygga kontakter inom gruppen.
Rättvisa (Fairness) - handlar om att ha hög transparens, tydlig kommunikation och öppenhet samt att minimera den upplevda orättvisan.

Artikeln avslutas med:
I grunden handlar SCARF-modellen alltså om att som chef förstå hur man ökar den sociala tryggheten på arbetsplatsen. Det kan leda till gladare och friskare med­arbetare - och bättre resultat.

För mig har detta klara paralleller med min favorit Daniel Goleman och hans Primal Leadership. Enjoy tidigare blogposter på detta tema...Magic Primal Leadership!

15 oktober 2012

Network leaders changing company tribes?


How do you perform change management in large organisations?
How do you use the power of organisational tribes within large organisations?
How do you boost the network leaders in a company?


I have more and more come to believe that units of about 100-150 people are a reasonable size in order to be effective. Many companies have implemented their organisations using this size and the evidence for this "group size being effective" goes back to the ancient tribe societies many thousand years ago.
In a large organisation with many thousand people - how do you really support these tribes? When having identified the existing tribes, you should understand the value of using the tribe leaders within the company. Top management who are steering the company towards a new vision, making new strategies and rolling out transformation plans should always remember that the cultural change will still be headed by the tribe leaders. And, in all organisations you have persons that are connecting different groups together as a "hub function". They are interested of using the capabilities of the whole company, using those parts that can add value to a certain activity.

In the book "Making sense of Change management" (Cameron/Green) you can read that Peter Senge (Senge et al 1999) identified three important, interconnected types of leaders that all are necessary in order to make a company change successful: local line leaders, executive leaders and network leaders:
Local line leaders - Front-line managers who design the products and services and make core processes work. These people are usually very focused on their own teams and customers. They rely on network leaders to link them with other parts of the organization, and on executive leaders to create the right infrastructure for good ideas to emerge and take root.
Executive leaders - These are management board members. Senge states that they are responsible for three thing; designing the right innovation environment and the right infrastructure for assessment and reward, teaching and mentoring local line leaders, and serving as role models to demonstrate their commitment to values and purpose.
Network leaders - Senge makes the point that the really significant organizational challenges occur at the interfaces between different project groups, functions and teams. Network leaders are people who work at these interfaces. They are guides, advisors, active helpers and accessors (helping groups of people to get resource from elsewhere), working in partnership with line leaders. They often have the insight to help local line leaders to move forward and make change happen across the organization.

In order to be successful, a company needs to identify these different leadership types and support the interconnections between the various roles.

So, in a large company you could have hundreds of different tribes. How do you use this as a strength?
Firstly, Executive leaders role are to set the stage and to clarify where we as a company are going.
Secondly, identify the tribes and make their leaders visible - boost their tribal culture. Thirdly, support individuals within each tribe that are willing to take the network leader role in order to create partnerships with other tribes. Done!?

11 oktober 2012

Think the opposite by Paul Arden


As part of a mentoring program in Tieto, we got the opportunity to choose a leadership book as inspiration. Myself and my mentee chose "Whatever you think - Think the opposite" by Paul Arden. The cover page explains the focus of the book:
  • This book explains the benefits of making bad decisions
  • It shows how risk is your security in life
  • And why unreason is better than reason
  • It´s about having the confidence to roll the dice
I love the book. It is exformative, condensed, sharp, raw, honest, bold... Full of inspiration and passion.

Well, some sample quotes from the book:

There is no right point of view
There is a conventional or popular point of view.
There is a personal point of view.
There is a large point of view which the majority share.
There is a small point of view which just a few share.
But there is no right point of view.
You are always right.
You are always wrong.
It just depends from which pole you are looked at.
Advances in any field are built upon people with the small or personal point of view.

Steal
Steal from anywhere that resonates with inspiration or fuels your imagination.
Devour films, music, books, paintings, poems, photographs, conversations, dreams, trees, architecture, street signs, clouds, light and shadows.
Select only things to steal from that speaks directly to your soul. If you do this, your work (and theft) will be authentic.
Authenticity is invaluable.
Originality is non-existent.
Don´t bother concealing your thievery - celebrate it if you feel like it.
Remember what Jean-Luc Godard said: "It´s not where you take things from - it´s where you take them to"

The best piece of advice ever given was by the art director of Harper´s bazaar, Alexey Brodovitch, to the young Richard Avedon, destined to become one of the world´s great photographers.
The advice was simple:
"ASTONISH ME!"
Bear these words in mind, and whatever you do will be creative.


Simply change your life.
The world is what you think of it.
So think of it differently and your life will change.

1 oktober 2012

Magic7 musicvideos October

Another exformative magical and passionate music-video mix, featuring:
Petra - Fun - P!nk - Nickelback - Maroon 5 - Kylie - Usher - Stooshe

Via YouTube: