Dr. Daniel Crosby is among other things a behavioural psychologist who specialises in change. He is currently working with the U.S. Olympic tea on behaviours and winning pschology. He is a top line speaker. Daniel runs the incblot organisation. I love his approach to translating science to mortals like me.
Dan is talking about change. The 3 things we need to think about when planning change are:
Change due to circumstance is being forced in the current economy, and forced change is hard. The solution starts with communication, beginning with the why, and the why through the eyes of the people it is going to impact on the most. An hourly paid worker has no benefit to an increased share price or better profit. People work for more than a paycheck. if you communicate change just in $’s and cents, then they just don’t buy in.
Over control is another big barrier to change. control is a trust issue. If you over manage, people have no opportunity to display if they have the skills required because they are just following orders. if change happens because of orders, then it’s not a lasting change.
Dan asked the room the question “What do people want more than anything else in the whole world? There were plenty of answers like recognition and reward. Dan feels the big one that underpins everything is that people want to be competent at what they do, and it is this that brings people all the other things.
In change, we often ask people to do things, with no clear guidelines or metrics as to how far they have improved or changed. The focus of measurement is usually all the things an individual is doing wrong, and this just isn’t motivating. People need to be able to see increasing levels of competence. The old adage of catching people doing things right comes to mind.

To bring about effective change, first you need to apply a little extra TLC. Some people will naturally have some champions. You need to harness the champions to build the message and bang the drum, but at the same time you need people who are resistant to bring about a touch of reality and respect tradition. Tradition and the way things have been done are important considerations, in the same way that it is o.k. for people to talk about their concerns, comfort level and fears.

Change has distinct stages:

> See. People need to be able to see what the change is and why.

> Want. Moving people from intellectual understanding to desire. It’s a hearts and minds thing. We understand before we believe.

> Know. Desire is only as good as the tools for execution. Change can be all about theorey, when it should be about clear actionable steps.

> Do. Change comes with implementing the plan.