Square Wheels!?: Communicating Culture Change

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5/5/21

Communicating
Culture Change

Elizabeth Scott, PhD


Brighter Strategies, LLC
Liz@brighterstrategies.com
www.brighterstrategies.com

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• 20+ years of experience provided training and


consulting services in strategic planning,
process improvement, and human
capital/workforce development
• PhD in Human and Organizational Systems
• Masters degree in Organizational Sciences and a
second in Organizational Systems
• Consulted for 200+ nonprofits and associations
• Prior executive for one of Virginia's largest human
service/vocational employment providers for adults
Contact Information: with intellectual & developmental disabilities
Dr. Elizabeth Scott
liz@brighterstrategies.com
703-224-8100
www.brighterstrategies.com
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Square Wheels!?

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Why Change Fails

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Why Change Really Fails


• Failure to make a complete case for change – people need to make
sense of the change before they accept it
• Not involving the employees – leaders believe top-down still works
• Ignoring current organizational culture – failure to understand and
shape the informal organization
• Real change happens at the bottom of the organization – it does not
happen at the town hall meeting or through the intranet
• Not dealing proactively with resistance
• Failing to celebrate the small wins – change management is a
dolphin, not a whale Page 5
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And, then of course there are EMOTIONS


(Kubler-Ross Change Curve, 1997)

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Change is about…

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Brighter Strategies Change Process

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Step 1: Making the Case for Change

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Step 2: Educating and Defining Internal


Champions of Change

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Step 3: Facilitate a Strategy that Supports the


Desired Change

S a m p le G a n tt C h a rt w ith R A C I F ra m e w o rk

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Step 4: Establish Clear and Consistent


Communications

S a m p le C o m m u n ic a tio n P la n

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Step 5: Support the Change Effort

• Track both successes and failures and course correct in


real time
• Gather feedback
• Determine final priorities and implementation plans
• Obtain final approval of implementation objectives as
needed

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Step 6: Celebrate the Wins

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Change Management Change Leadership


(Tools and Procedures) (Vision and Drive)
Detailed Plans Establish and share WHY
Minimize distractions Sense of urgency and importance
Limit Impact Expect wide impact
Small dedicated team Involve everyone
Incremental steps Enable big leaps
Keep it under control By the way, almost no one is good at this

PURPOSE: To manage the change PURPOSE: To increase the speed of


change
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Breakout
• What can we do to support change within our organizations?
• What skills do you want to take on to make yourself a more

Discussion effective change leader?

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Discussion & Questions

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Thank You
www.brighterstrategies.com

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