#37: Building Consensus From the Inside Out

Friday, July 18th, 2014 in Podcast Episodes with 0 Comments

Arms of business partners keeping their hands on top of each oth

To create change you must first get your most important people on board, then move out from there.

This is the second in a series on how to lead change effectively. If you have not listened to the first in this series that is okay because these episodes stand on their own as individual lessons that build on the theme of orchestrating change.

Without Consensus, change is Dead on Arrival

In order to orchestrate big change in your organization, you must first start with your inner circle of leaders and stake holders. If you don’t you risk catching them by surprise and alienating them because they were not at least consulted and told what was going on, what you are planning to do.

“Move to maestro from macho in the way we are thinking.” Warren Bennis

Leaders need to shed the ways of being a C.O.P. (Control, Order, and Predict) and become an A.C.E. (Acknowledge, Create, Empower). In order to get people onboard with your idea start by telling the people in your closest inner circle. Once you have convinced them you can move to the next circle out, and continue building consensus until you have a core group that can move the change through the rest of the organization.

Top 7 Reasons Why Followers Resist Change

  1. The Mother of all Reasons: F.E.A.R. False Expectations Appearing Real.
  2. Insecurity: People may not be in as good a position after the change.
  3. Power: Sometimes people loose it in a change.
  4. Inertia: Breaking the energy that creates the status quo.
  5. Energy: It takes a lot of work and energy to change things, and it takes away from your regular work.
  6. Money: Change costs money and some people don’t want to spend it.
  7. Tradition: Some people just do not want to change.

Saving Face is not just an Asian Concept

It is very important to persuade and convince individuals before groups, especially key influencers in your organization. Once someone makes a public declaration of how they feel about change (positive or negative) they will staunchly resist changing that opinion, because doing so makes them look like a waffler that cannot make up their mind. To them a public change of opinion is a form of losing face, an embarrassment. Telling people about change privately gives them the chance to consider their position and possibly change their mind without the whole group knowing about it.

“Successful companies have a consensus from a top to the bottom on a set of overall goals. The most brilliant management strategy will fail if that consensus is missing.” John Young of Hewlett-Packard

Concensus Circles-07-16 at 8.32.10 AM

 

Six Circles of Influence

  1. The Board Circle: decision making board.
  2. Inner Circle of Top Leadership: members of the executive management team.
  3. General Management: Managers and mid-level supervisors
  4. Key Stake Holders: Other key people that should be kept in the loop and have influence such as former executive team members, retirees, and major donors.
  5. Key Opposition: Those important people that are opposed to the change.
  6. Rank and members of the organization, employees, and others that should be notified before the public is told.

Final Takeaways

  • List the key stakeholders in your organization and rank them according to the diagram above.
  • Identify the power brokers of influence in those circles.
  • Who is the single most important person or group in your organization that needs to give approval to move forward?

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

#36: Women in Leadership: Kathrine Lee Interview Part 2

Thursday, July 3rd, 2014 in Podcast Episodes with 0 Comments

This week is part 2 of my interview with Kathrine Lee

This week is part 2 of my interview with Kathrine Lee

A Guest Blog with Kathrine Lee, The Ultimate Source

Women in leadership. I am asked about this topic quite a bit. I am not writing this from a political perspective, a position of hierarchy, and certainly not from a religious one. I am simply responding from my experience, my respect for men and love of women. Read More…

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

#35: Women in Leadership: Kathrine Lee Interview Part 1

Friday, June 27th, 2014 in Podcast Episodes with 2 Comments

Part 1 of my interview with Kathrine Lee

Part 1 of my interview with Kathrine Lee

A Guest Blog with Kathrine Lee, The Ultimate Source

A few years ago when Oprah launched her new network, OWN, she ran a contest for anyone whose dream was to have their own TV show. The grand prize was a contract with her network. Because I had the privilege of being on her show a couple of times, I was encouraged to audition. Read More…

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

#34: Creating Urgency for Change

Friday, May 30th, 2014 in Podcast Episodes with 0 Comments

Old Way, New Way

Change can be difficult but often necessary

Change is great when you are in charge of it, but not so much when it is thrust upon us. In this episode I want to discuss how leaders manage a major change initiative, get others to see the vision, and recruit them to help you lead the change into fruition.

“A Change imposed is a change opposed.”-Spencer Johnson from Who Moved my Cheese?

Today we are talking about urgency for change and the human nature of making this happen. Change often seems difficult, but not changing can be even riskier. We need to change so we can improve. You have to watch out for the condition that I like to call “The hardening of the Categories” that prevents us from staying lean, flexible, pliable, and open to change. Read More…

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

#33: Top-Down Leadership

Friday, May 16th, 2014 in Podcast Episodes with 0 Comments

Does this represent your style of leadership?

Good News! After many requests, we are working on producing my best selling book “Top Ten Mistakes Leaders Make” into an audio book, which should be out sometime later this year. To celebrate, I will be reading from some of the chapters of the book here on the podcast. In fact for this episode, I will be reading from Chapter One.

What I cover in the podcast this week:

  1. A reading of the first chapter of “Top Ten Mistakes Leaders Make” which deals with the most common leadership style, the top-down attitude.
  2. Why this leadership style is so prevalent, and why it is so ineffective.
  3. The development of new, more effective styles of leadership over the last 40 years.
  4. An explanation of Servant Leadership, which is what I teach my students, along with the greatest example of this style in Jesus Christ.

Read More…

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS