D201 – Ready for Change? 8 Steps! #CILDC Tuesday, April 8, 2014 10:00 AM – 10:45 AM

Program description:

Myles Miller, CEO & Founder, SuccessHQ
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!


Kotter’s 8 Step change Process
Must do in order and take time
Present state to future state.
Change is the only contstant. – Heraclitus, Greek philosopher
Based on John Kotter – Leading Change. 1995.

1. Create Urgency
— may already be present
— reason, why for change, opportunity
— 75% of an organization need to ‘buy-into” change for success.

2. Form a powerful coalition
— convince peoplechange is necessary
— takes strong leadership and visible support from key people
— must lead it.
— change coalition needs to work as a team, bulding change and momentum.
— team building, emotional commitment,

3. Create a vision for change
— map of where you are going
— gets people excited and interested in where we are going
— Who, what, where, why questions
— must have focused vision.
— express vision in less than 30 seconds. The elevator speech.
— must be shared by all on team

4. Communicate the vision
— What you do with your vision will determine your success.
— Must be communicated daily
— Must incorporate the future into every day
— Use it to make decisions and solve problems
— Keep fresh in everyone’sminds
— Walk the talk.
— Any conflict managed welland both parties develop relation and understanding, the relationship will grow.

5. Remove obstacles
— Anyone resisting?
— processes and structures in the way?
— empower the coalition
— Give people opportunity to talk about the change
— Need to use “Grand Pause.” To be bring emotion down. Listen. Tell what you don’t like.
— Fear at enter of why people do’t want to change. Must address true fear.
— Write down what is said. Show interest. Document. Most people want someone to listen aàddress concerns.

6. Create short-term wins
— Success motivates more than anything else.
— Taste of victory early in process
— Celebrate milestones.
— Plan them out. Rewards

7. Build on that change
— real change runs deep.
— analyze what went right and what needs improving
— set goals to buld

8. Anchor the changes in the organization culture
— Core of organization
— part of the routine
— Include existingstaff and new comers
— acknowledge the team

It must be done using these steps in order.