There are at least three groups to think about in leading change:
- The individuals experiencing change
- Leaders managing and implementing change
- Other individuals and leaders managing post the change (often those that have moved on and also those left behind….)
There is a necessary and essential understanding of normal human reactions to change which is a great starting point and a practical tool to review what this means for you as an individual and as a leader and understanding what actions you need to take.
In addition, we suggest two components that create a powerful ‘how to’ for successful change:
- Understanding different behavioural preferences during the down part of the change curve, engaging people in the change and managing individual needs (your own and others).
- Using tools and techniques to get focused on the future and get people (or yourself) back up the other side of the change curve: Detailed change curve here
For step 1, any of the major behavioural profiles will help access the level of individual understanding required to practically manage the change implementation, we recommend Extended DISC for simplicity. See the attached example of the ways you can use type characteristics to drive a discussion on managing individual needs. View styles and change characteristics
For step 2, we have had great success in using and applying the Neurological Levels Model (or sometimes Logical Levels Model) by Robert Dilts. The Logical Levels Model is a highly effective tool in focusing on outcomes and solutions and defining reality. See attached document on how. View logical levels and change here.
The Logical Levels can be used to map both the now state and the future desired state and based on the gaps determine what will actually make the change most successful. There are many examples of where change is driven at the wrong level and is ultimately ineffective and unsuccessful. This tool really helps get in right.
In summary we recommend a process to plan effective change that covers the following areas:
- The change curve and human reactions to change.
- How to manage others through the change curve.
- How to seek what you need for yourself through the change curve.
- Understanding how different behavioural preferences react to change and how to manage different behavioural styles through the change process.
- How best to build engagement for different behavioural styles during change.
- Managing change
based on ensuring different individual needs are met.
- Creating an outcome focus, understanding the importance of ‘present state’ and ‘desired state’.
- Understanding the
Logical Levels Model.
- Using the Logical Levels Model to shape the vision, gain acceptance and provide hope.
- How the Logical Levels Model can be used to plan and implement successful change