Posts

The Death of Change – Part 2

who_killed_changeToday on The Bigg Success Show, we were happy to visit with John Britt. John is a partner with Mountjoy and Bressler, LLP where he helps organizations introduce change successfully. He is also one of the authors – along with Ken Blanchard, Judd Hoekstra and Pat Zigarni – of a great new book called Who Killed Change? Let’s get to the conversation …

___

___

___

marylynnJohn, in light of what's been happening with the economy, it seems like change in organizations is happening pretty fast these days. So there often isn't time to go through the proper preparation. Any suggestions for when you have to implement change quickly?

___

___

john brittWhen I think about the context of change, in my mind I see three overlapping bubbles – process, technology, and people. We have lots of good process people these days. If you’re not good at the IT stuff, you have someone that you call. The thing I wouldn’t leave out is the people. Sometimes, because of the pace of the change, the leaders make a decision and are heated up for the idea. Ken Blanchard has the top fifteen reasons why change fails. Number one is that people announcing the change think it’s the same as implementing the change. As a leader – just because you’ve worked through your personal concerns, information concern, and all those concerns to get you over the hump – sensitize yourself for when you announce it that those people to whom you’re announcing it are where you were three or four months ago. Or two weeks ago. Walk in their shoes. That doesn’t mean to not lead assertively and back peddle on what the change should be. Just sensitize yourself to help the people come along.

___

___

georgeIn talking with a lot of entrepreneurs who are trying to get those processes going and introduce changes in their organizations so they can work on their business rather than in it, they struggle with the same thing I did. There’s a great quote in your book, “”Those who plan the battle rarely battle the plan.” One of the biggest transformations that I personally experienced – and I’ll give your partner Ken Blanchard a bigg shout out here because Raving Fans and Gung Ho really helped me with this – was thinking that it all has to be top down. The reality is that it’s much better if it’s bottom up. And I didn’t say bottoms up, just for the record!

___

___

john brittI agree with you. But a caveat here that this is a bias of mine. It’s the leader’s job to decide what changes should occur in an organization. That’s why they get paid. That’s not to say they shouldn’t talk to their employees. But they should understand their business, their competition and the market environment. And then once they’ve made a decision to change, they need to be resolute in that decision. On the opposite side of the coin, they need to be just as flexible in how they make the changes. I’ve worked with too many clients where there’s this auditorium announcement: “Here’s where we were; here’s where we’re going.” There’s pushback because people need their questions and concerns answered. The leader extends the twelve-month implementation to eighteen months. Then it’s a 24 month implementation. We have to step up to the plate as leaders and business owners and say, “Here’s where we were, here’s where we are and here’s where we’re going,” but with the same passion be able to say, “We’re a team together and you guys are on the front lines so I’m going to give you a lot of flexibility on how we get there.” So rather than using the term “buy in” to a change – which connotes that we’re selling something – let’s look for their involvement and advocacy of the change.

___

___

Get the tips and tools you need to be a BIGG success.
Subscribe to the Bigg Success Weekly – it’s FREE!

___

___

marylynnLet me go in a different direction. Here at Bigg Success, we say bigg success is living life on your own terms, whether you’re that traditional entrepreneur or work in the corporate world. George has more experience as the business owner. I have more experience in the corporate world. Believe me, I’ve gone through many of those auditorium style change announcements. Is there a tip you have or some suggestions to help us accept change better?

___

___

john brittOh, so flipping the coin and being asked to change. One of my favorite bumper stickers says, “Change is easy. You go first.” Change is easy, ma
ybe, when you’re the one imposing the change, but maybe not so much when you’re being asked to change. People being asked to change have to understand their culture and the way their communication works. They have to be good citizens of their corporation. On the same hand, they have both the right and the responsibility in a change to ask questions. I read something not long ago where the author asserted that resistance to change might be overrated. He stated that, at any given significant change announcement, eighty percent of the audience is neither an advocate nor a resistor. They are anxious and reluctant. How we lead them will determine whether they become a resistor or an advocate for the change. If you’re sitting out in the auditorium and the CEO or COO asks for questions, you need to feel free to ask the question. It needs to be done in a non-threatening, professional way. But people have legitimate questions when change is announced. The questions are predictable. What is it? Why now? What’s wrong with the way we’re doing it? What about me? Will we be able to work together as a team? How will we implement it? Will we have tools, resources and training? Will I win or lose? These are natural questions that we have as humans. So the person being asked to change should ask their questions in the right setting. It might be that they don’t ask the CEO; they walk away from the auditorium announcement and make an appointment with their manager. That’s the key thing for most employees. I don’t think that most employees mind change; they mind being changed.

___

___

georgeFor the fortieth anniversary of the Apollo moon landing, we recently did a show about setting goals like John F. Kennedy. One of the things we didn’t share in that show was how, in his speech to Congress, Kennedy pointed out that if we were going to get people involved, it would mean giving up some other things. One of the things you point out in the book is one of the mistakes we make as leaders. We just pile on more. We don’t think, “If I’m going to have my people work on this, I need to let them give up that.”

___

___

john brittYeah, we have to be realistic as leaders in changes. When we’re asking them to take on new training, new requirements, and new skills, there has to be some flexibility and latitude in the job that they’re doing now. In Who Killed Change, we talked about Budget. The focus of Budget was really on the allocation of appropriate financial resources for changes. But we have to just as sensitive and aware of the budget of time. We have to do a better job of budgeting peoples’ times when there’s a significant change.

___

Learn more about John and the book Who Killed Change. We highly recommend this book to you.

Thanks John for sharing your time and wisdom with us.

And thank you so much for stopping by today. Please join us next time when we’ll discuss how to know that you’re ready to be an entrepreneur. Until then, here’s to your bigg success!

Subscribe to The Bigg Success Show in iTunes. 

Subscribe to the Bigg Success feed.

Direct link to The Bigg Success Show audio file:
http://media.libsyn.com/media/biggsuccess/00479-091109.mp3

Related posts

Reading and wRiting and aRithmetic

A Paint Roller Helps Manage Change

Making Change Work

The Question to Ask About Poor Performance

Back to School on chalkboard imageIt’s Back-to-School time and we’re doing ten posts on lifelong learning. It’s hard to believe but we’re already at Post #9.

Today, we want to discuss leadership. It pertains to personal leadership, but we’re going to focus on leading others. We’ve been looking at learning opportunities; we’ll discuss this subject as a teaching opportunity.


When the performance of someone in your charge falls short of expectations, there’s a very important question to ask. You start with this because the answer determines your next move. The question is:

Have I done everything in my power to help this person perform up to expectations?

If the answer is no, determine what else you can do. Then do it.

If the answer is yes, then you may have to take more drastic measures.

Start with yourself for two reasons:
Read more

Leaders Must Control This Emotion

angryBigg success is life on your own terms. Growth, one of the five elements of bigg success, is our focus today.

If we’re going to succeed bigg, we must learn to control our emotions. Otherwise, they will control us. This is particularly true for leaders. One of the emotions leaders must control is their anger.

___

___

Anger works against communication

___

george I know from first-hand experience because I used to have a temper. Over time, I learned to control it because I realized it was counter-productive. People don’t respond well to it.

___

___

marylynnThat’s the point. It seems that, in most cases, people either withdraw or they get defensive. Neither one is conducive to productive communication.

___

Getting it under control

___

george What helped me the most in controlling my anger was taking a step back – not necessarily physically, but mentally. Although, I have physically taken a step back when someone got too aggressive. It kept the situation from escalating.

___

___

marylynnOf course, sometimes it pays to remove yourself from the environment altogether. Literally move to another space and relax for awhile before you respond.

___

Responding like Goldilocks

___

george I’ve coached a lot of people on just that issue. This is another Goldilocks principle. You want to get your response just right. There’s a tendency to respond too quickly – on the spot – and with anger.

___

___

marylynnYou may win the battle but lose the war. The person retreats but the relationship is damaged. Or the other person comes right back and the conversation escalates to an even higher level of anger.

___

___

george Exactly. The other side of it is leaders who don’t respond quickly enough. You have to get back to the person in a timely manner or you’re essentially rubber stamping their behavior. As a young manager, I probably responded too quickly. As I got older, I may have been too slow at times. Hopefully, in my advanced years, I’m getting closer to a good balance.

___

How you say it

___

marylynnKnow the purpose of your follow-up communication. Understand that how you say it is just as important as what you say. If you want to build the relationship, talk in the third person as much as possible. This is not the time for you-view. Try to frame the discussion like a reporter. Remove the personalities to diffuse the situation.

___

Controlled anger can be a tool if brought out under the right circumstances:

Focus on the situation

When you express controlled anger, your people know you’re serious. You have to be careful with this one, but it’s okay to express anger about a situation.

This is an important distinction – be angry about the situation, not the person. You will keep things moving in the right direction with this mental shift.

Use it infrequently

This tool isn’t productive is used regularly. It has to be the exception. Otherwise, you’re the boy who cried wolf! If you only pull it out once in a while, it can serve a useful purpose.

The bottom line is to be yourself. It’s okay to let your anger show now and then. Just keep it under control and keep your purpose in mind when you respond.

Then you’ll build relationships rather than tear them apart. You’ll build your people up rather than bring them down. That’s bigg success!

___

Get the tips and tools you need to be a BIGG success.
Subscribe to the Bigg Success Weekly – it’s FREE!

___

Thank you so much for checking in with us today. Please join us next time when we discuss reasons why you should keep your day job. Until then, here’s to your bigg success!

Subscribe to The Bigg Success Show in iTunes. 

Subscribe to the Bigg Success feed.

Direct link to The Bigg Success Show audio file:
http://media.libsyn.com/media/biggsuccess/00433-070909.mp3

Related posts

4 Types of Free Agents

Picasso on Personal Branding

(Image in today's post by atsoram)

Getting to Know You – Part 2

personalitytype_logoToday on The Bigg Success Show, we continued our conversation with Paul Tieger, who is an expert on personality types, creator of PersonalityType, and author of the best-selling book “Do What You Are”. Last time, we discussed how personality types can help you understand who you are and see your natural strengths and blind spots. Now let’s get back to the conversation …

___

___

___

marylynnNow Paul, George and I both took your free assessment. Then I went ahead and paid for the full complete profile. So I have my Career Profile here. When I look at the career paths that would make me happy, they all make sense because they’re in line with my natural preferences. I like how you list what my weaknesses are – those blind spots for which I need to be on the lookout. Again as I’m reading through it, I’m shaking my head in agreement.

___

___

paul_tiegerThis report has your work-related strengths and your possible weaknesses. Another piece that’s very important is your career satisfiers. There’s a list of ten career satisfiers for each type. These are the things you need in a career to be juiced by it. The report never says that this is 100 percent true for you. What it does is say, “Okay, out of these ten things, which is most true for you?” You might find five of those things as most important, but knowing that is very helpful when it comes time to evaluate one job versus another.

___

___

marylynnAnd even if you’re feeling a sense of dissatisfaction with where you are, to be able to look at this and say, “Well, that’s why. I don’t have this going on or I don’t have that.” I think this is so timely right now, especially as people are losing their jobs and being forced to find something new.

___

___

paul_tiegerYou raise a great point because a lot of the jobs that people have now are never coming back. So even if it’s a job you love and even when the economy turns around, that opportunity may not be around in any company. So in this report, we give you many categories – probably about seventy or eighty jobs – that you can look at and say, “That’s something I never thought of before.” But they’re all things that are going to make sense to you based on the research we’ve done over many years. The other piece, that I’m really proud of and that really resonates with people, is that this report helps people approach a job search using their strengths and blind spots. I’m not a fan of generic advice. Everybody says in the career world that you have to go network. That’s true, but networking is a natural activity for extroverts but not for introverts. So we give introverts things to do that work much better for them. It’s a real customized approach to career counseling.

___

___

Get the tips and tools you need to be a BIGG success.
Subscribe to the Bigg Success Weekly – it’s FREE!

___

___

georgeNow Paul, I’d like to take our conversation in a different direction. Mary-Lynn’s an ESFP (Extrovert, Sensor, Feeler, Perceiver) and I’m an INTP (Introvert, iNtuitive, Thinker, Perceiver). Now is there any hope at all for us working and living together? The question really is – does this help you fill in gaps on your team if you’re a leader?

___

___

paul_tiegerAbsolutely. My core business is called Speed Reading People. It’s a company that travels around the world training leaders – how to lead and manage – and sales people – how to sell and influence. We offer very prescriptive and practical advice about how to approach a person based on personality type. For example, if you are an INTP, you’re much more theoretical than Mary-Lynn is and you like to make connections. That was very clear to me from your first question. You weren’t talking about what is; you were talking about what might be. You were connecting and linking ideas. That’s what intuitive people do. So if I was talking to you about something and I said, “Let me tell you about my product.” If I gave you every detail that was on my spec sheet, your eyes would close and you would start to doze off within five or six seconds. Because that’s not what you want to know. You want to know the high concept. You want to know why it works and how you can apply it. So if I know that about you, that’s what I’m going to talk about. On the other hand, if I was talking to a very strong sensing type who really did want to know about all that stuff, then I would march them through the facts, the specifics, why it’s worked and where it’s worked in the past. It’s really about speaking the other person’s language. So that’s what speed reading people allows you to do.

___

___

georgeThat’s really awesome. Especially since today, we have four generations in the workforce. As their leader, you have to get down to that individual level and relate to them one-on-one.

___

___

marylynn
We didn’t really touch on this … what is your definition of speed reading people, Paul?

___

___

paul_tiegerSpeed reading people is quickly understanding a person’s core values and motivations based on observable clues like their demeanor, energy level, vocabulary, and body language. The goal is speed reaching people – understanding how to communicate with that person on their level. I just gave an example of this based on the detail-person versus the high-concept person. People are motivated by different things. If you, Mary-Lynn, are a feeling-type and George is a thinking-type, then you’re motivated by very different things. If you do a good job, Mary-Lynn, and I thank you and tell you how much I appreciate it, that’s going to mean something to you. What will make George happy is telling him that his brilliant idea really helped move the ball forward. In other words, people like to be reinforced for what their gifts are. The gift of an ESFP is somebody who is helpful in practical ways. That’s what they want to be reinforced for. It’s very powerful. I’ve been doing this for over 25 years and I still have insights every day.

___

___

marylynn
We can’t let you go without finding out what personality type you are.

___

___

paul_tiegerThat’s way too personal! I’m an Extrovert – Intuitive – Feeling – Perceiving type. So you and I, Mary-Lynn, are similar in Extrovert, Feeling and Perceiving. People connect on dimensions with which they’re similar. That’s why the more similar people are, the easier the communication. The more different, the more challenging the communication. I didn’t say they don’t have a shot; they can really balance themselves out very well but it’s more challenging. So that’s my type and it’s really kind of a very entrepreneurial, counseling, artsy kind of person. And that’s what I do in my life.

___

___

marylynn
No wonder it’s been so easy talking with you!

___

___

george
I found it very challenging!

___

___

paul_tieger
I found you very challenging!

___

___

george Well, Paul, I have to say that out of all you’ve said, the thing I was most glad to hear was that you could give a quick definition of speed reading people!

___

___

george You did fantastic. Because if you can’t give a quick definition of speed reading people, then we’d have to start questioning you!

___

___

paul_tiegerYou are such a perfect example of your type! Which you don’t like to hear, because you guys like to be independent. So you don’t like to hear that there’s anybody else out there like you, but there are. Well, not quite like you.

___

___

george
Thank goodness for them!

___

What is your personality type?

You can find out by taking the free Personality Type Assessement we discussed today.

*Special Offer: To get a 10% discount on your full career report, use promo code: biggsuccess

We thank Paul so much for sharing his time and wisdom with all of us. And we thank you for the gift of your time today.

Please join us next time when we’ll discuss celebrating others’ bigg success. Until then, here’s to your bigg success!

Subscribe to The Bigg Success Show in iTunes. 

Subscribe to the Bigg Success feed.

Direct link to The Bigg Success Show audio file:
http://media.libsyn.com/media/biggsuccess/00419-061809.mp3

Related posts

Getting to Know You – Part 1

Bigg Success Primer

Stop Trying to Fit into the World

Making Change Work

(Image in today's post from PersonalityType.com)

A Costly Cost Cutting Measure

cutting_costs.jpgBigg Success is life on your own terms. Today, we’ll focus on one of the five elements of bigg success – money.

We’re all looking for more ways to save money. That’s understandable. However, we need to think about not just survival, but “surthrival.”

___

___

Many business owners and managers, small and large, are cutting back on their advertising. This cost-cutting practice can be very costly in the long run.

Could not advertising cost you $1.5 million?

A McGraw-Hill study, about the recession in the early 1980s, found that companies that maintained or increased their advertising had sales 256% higher three years after the recession ended.

Think about that … two companies, each with a million dollars in sales go into a recession. The company that holds tight on its advertising, or perhaps even increases it, will do over $2.5 million within a few years after the recession ends if the second company, the one that cut its advertising, treads water.

Signaling the end of your business

A recent study by Ad-ology found that 56% of the people surveyed thought that retail stores that cut back on advertising must be struggling.

In other words, your advertising sends a “signal” to both your existing and potential customers. Just like a company cutting back on its dividend, you’re telling the public you don’t expect your future to be bright when you cut back on advertising.

The signal is so strong that 15% of the people surveyed thought it meant that the firm who cut back on its advertising wouldn’t be in business much longer.

The time – money trade-off

One of the other elements of bigg success is time. If you’re a regular here you’ve heard it before, but it bears repeating:

If you don’t have money, you have to spend time. It’s part of the price of bigg success.

So if you really feel the need to cut back on how much money you spend on advertising, it will pay to spend more time promoting your business.

That means networking

Depending on your business, you may primarily build relationships offline or online. However, you will probably be well-served to do both. Integration is one of the keys to success in business today.

If you have employees with down time, make good use of it. Tell them that you want to keep spreading the word so you all surthrive.

What you ask them to do will also depend upon your business. You may have them put out door knob hangers or give away free samples of your product. Perhaps they can make some phone calls or send e-mails to your list of customers.

Where to place your focus

We stated it subtly in that last sentence. We should emphasize it – focus on your existing customers to get the best return on your investment (of money and time).

Research has shown that it costs between five to eight times as much to get a new customer as it takes to keep an existing one. So, at the very least, make sure you’re communicating with your existing customers at least four to six 6 times a year.

Find out what their problems are. Find a solution – even if you can’t solve it directly, help them find the answer to build your relationship.

The most cost-effective way to grow your business

Building relationships with your best customers is the most cost-effective way to grow your business. When you can “wow” your customers, they will …

  • buy more
  • buy more often
  • tell others

Segment & tailor

___

marylynnWhile we’re talking about your existing customers, can you segment them into smaller groups so you can tailor your communications more precisely?

___

___

georgeI used to own a heating and cooling service company. We got our technicians to note the age of the furnace or air conditioner when they were in our customer’s home or business. Then we wrote a letter specifically to this group. We generated over $300 of sales for every letter we mailed!

___

This highlights another point we alluded to earlier – get your staff involved. Help them understand how it not only makes their jobs more secure, it also means you continue to grow as a company so there will be more opportunities for everybody. That’s bigg success!

___

Get the tips and tools you need to be a BIGG success.
Subscribe to the Bigg Success Weekly – it’s FREE!

___

Thanks so much for reading our post today. Please join us next time when we discuss what the underlying meaning of “I don’t have enough time.” Until then, here’s to your bigg success!

Subscribe to The Bigg Success Show in iTunes. 

Subscribe to the Bigg Success feed.

Direct link to The Bigg Success Show audio file:
http://media.libsyn.com/media/biggsuccess/00411-060809.mp3

Related posts

5 Marketing Strategies to Get the Most Bang for Your Buck During a Recession

Increase Your Sales by Knowing the Answer to this Question

(Image in today's post from hisks)