Managing Response to Change at Agile and Beyond 2013
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This document discusses managing resistance to change. It notes that change efforts have a low success rate, with most studies finding around 30% of change initiatives succeeding. It then explores factors that shape social interactions and resistance to change, such as habits, culture, and triggers. The document advocates understanding change and people's reactions to it, preparing for change through models and assessments, and using triggers like new initiatives or processes to spark the desired change in a managed way. It emphasizes the importance of simplifying change and making it easy to adopt new behaviors.
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Managing Response to Change at Agile and Beyond 2013
- 1. Managing Response to Change Andrew Annett Jason Little @akannett @jasonlittle 1
- 2. Managing Response to Change @akannett @jasonlittle http://www.versionone.com/pdf/7th-Annual-State-of-Agile-Development-Survey.pdf 2
- 3. Managing Response to Change @akannett @jasonlittle What are some examples of “resistance to change”? Discuss at your table, put short responses on sticky notes. 5 minutes
- 4. Managing Response to Change @akannett @jasonlittle Change efforts have a lousy track rate. 1995 – and Crawford: 33% Kotter: 30% 1998 – Turner Procsi: 29% 2005 – 2008 – Mckinsey: 30% 2011 – Standish Group: 34% http://www.onirik.com.au/media/Whitepapers/Cracking%20the%20Change%20Code%20White%20Paper.pdf
- 5. Managing Response to Change @akannett @jasonlittle new status quo old status quo status quo d te n ea tio cr a r eg & ice g in t cha in ct be a Pr y ide os tit en nti id ty w transforming ne be idea ing los t
- 6. Managing Response to Change @akannett @jasonlittle Rationals “NT” new status quo old status quo Guardians “SJ” status quo n a tio r Artisans “SP” teg & ice cha in ct a Pr os transforming idea Harmonizers “NF”
- 7. Managing Response to Change @akannett @jasonlittle http://teresatorres.com/producttalk/wp-content/uploads/2013/01/ladder_of_inference.jpg 7
- 8. Managing Response to Change @akannett @jasonlittle
- 9. Managing Response to Change @akannett @jasonlittle We are creatures of habit “Cells that fire together, wire together.” Donald Hebb, 1949
- 10. Managing Response to Change @akannett @jasonlittle Culture is a sum of the behaviours of the individuals who interact. 10
- 11. Managing Response to Change @akannett @jasonlittle The 5 factors that shape all social interaction.
- 12. Managing Response to Change @akannett @jasonlittle We need a volunteer! http://images5.fanpop.com/image/photos/26100000/The-Shining-jack-nicholson-26184695 12
- 13. Managing Response to Change @akannett @jasonlittle Fogg Behaviour Model
- 14. Managing Response to Change @akannett @jasonlittle Different context? Different trigger
- 15. Managing Response to Change @akannett @jasonlittle How have you made it easy to do things differently in your organization? What triggers did you use? spark, signal, facilitate? 15
- 16. Managing Response to Change @akannett @jasonlittle What next? Options Doing (1) Done Become Learn to intentional promote about change: positive Simplify, responses. Decompose Discuss these ideas: @ akannett @jasonlittle
- 17. Managing Response to Change @akannett @jasonlittle 1 Understand Change - Satir Change, Interaction and Human Validation Process Models - Type and Temperament reaction to change Prepare for Change 2 - ADKAR, interviews, cultural assessments (OCAI, Schneider), Kotter Change Model 3 Trigger the Change - “Agile Adoption”, “Agile Transformation”, Lean, Scrum, Kanban, Management 3.0, Beyond Budgeting Manage the Chaos 4 - SCARF, BJ Fogg Model, Lean Change, Complexity Thinking, STOOS @akannett @jasonlittle http://www.agiletransformation.ca Managing Resistance Responses to Change
- 18. Managing Response to Change @akannett @jasonlittle Thanks! Questions? Andrew Annett @akannett Jason Little @jasonlittle www.leanintuit.com 18
Editor's Notes
- It takes effort to think Our brains minimize effort Heuristics and biases shortcut the need to think We can’t easily overcome emotional responses with rational thought
- Facilitate – make behaviour easier – simplify Spark – motivate behaviour (pull with insight) Signal – cue behaviour