Description: Change is part of any evolution especially in library culture with technology. To transition successfully from one’s current state to a better state takes many steps in planning. Together we explore the eight steps that are needed to get from the beginning of any change to it’s achieved!
Session Notes
Myles Miller, @mylesofsuccess
John Kotter's 8 Step Change Process
"Change is the only constant." - Heraclitus, Greek philosopher
Business a a usual IS change.
Try crossing your arms in a different way. That uncomfortable feeling is due to change.
The 8 steps must be done in order. This also works for resolutions.
1) Create urgency. This is the only reason change will take place. Sometimes you need to create a sense of urgency. Could be due to threats or opportunities.
For change to be successful, 75% of an organization's management needs to "buy into" the change. You need to spend a lot of time on step 1 to ensure buy-in.
2) Form a powerful coalition. This often takes strong leadership and visible support from key people within your organization. There are people at all levels, who have power. These are people who can influence others. Managing change isn't enough...you must lead it. Create a "change coalition". Need an emotional commitment from key people. Get everyone involved that truly need to be involved.
3) Create a vision for change. Create a vision that people can grasp and remember. A clear vision can help everyone understand why you're asking them to do something. Gets them interested in where we're going. Answer the questions of who, what, where, when, why and how - which give your vision focus. Create a vision that can be shared quickly (in less that 30 seconds). Everyone should talk the same talk.
4) Communicate the vision. You need to communicate your vision daily. Keep it fresh on everyone's minds. Keep them focused on the future. Discuss it with everyone. You also need to demonstrate the kind of behavior that you want from others. You must "walk the talk".
5) Remove obstacles. Are there processes and structures that are getting in the way? Is anyone resistant to change? Continue to check for barriers. Empower your coalition to help people work through the change. Let people talk about what bothers them about the change. Someone says, "I don't like it." (Take a pause.) respond, "Tell me what you don't like and why." Often people will then say, "I don't know." "Okay, so tell me one thing you don't like." You need to pull out of them what they fear about the change. It may take more than one conversation. Give them a voice and listen to their concerns. Show interest in their concerns. Make sure that you truly understand it.
6) Create short-term wins. Nothing motivates more than success. Give an early taste of victory. Have results that staff can see. Celebrate. Without this, critics and negative thinkers might hurt your process.
7) Build on the change. Don't declared victory too early. Make sure that the change is going to last. Real change runs deep. Look at what went right, and where you need to improve. Keep your ideas fresh.
8) Anchor the changes in corporate culture. The values behind your vision must show in day-to-day work. Make sure that the leadership continues to support the change. Get new staff to buy into the change. Acknowledge the people that got you there.
If you are too impatient, and if you expect too many results too soon, the change will not occur or last.
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