Welcome! 

Many of the clients I’ve spoken to this last month are going through a lot of change. It seems change in the work place is the only constant. This month’s article focuses on the elements needed to sustain and thrive from your change initiatives.  

Please enjoy the article with our compliments and as always, please feel free to forward the e-wow newsletter to friends, famiy and work associates. 

Mark Rosenberger & The WOW! Team

Featured Article

Sustaining the World Class "I GOT WOWed!™" Culture

by Mark Rosenberger, CSP

Sustaining a world-class culture-shift initiative is no easy matter. Countless scores of “change attempts” have fallen short of their desired outcome or goal. Many change programs become the new “flavor of the month” leaving the employee team in doubt, uncertainty and confusion.   

 

What can an organization do to proactively increase the odds of “change” success while minimizing delays, rejections and out-right failures? 

 

The Answer: Be “Keepers of the Fire”. 

 

To build, maintain and sustain a roaring fire, three essential elements are needed: A fuel source, Oxygen and sufficient heat. Take any one element away from the equation and the ability to build and sustain a fire drops to zero.  

 

To build, maintain and sustain a “I GOT WOWed!”™ culture—where both the employees and the customers walk out the door saying: “WOW!”—at least three essential elements are required: Vision, Leadership and Perspective Coaching. 

 

Let’s explore the three essential elements in successfully sustaining a change initiative in your organization.  

 

First, Vision:
Much has been written about the need and importance of a shared and compelling vision.  In fact, I’ve written a couple articles on the imperative nature of this element. (see Increasing Buy-in and Lowering Resistance to Change—Part 1 of a 3 Part Series.) This is the time to paint the compelling picture of where we’re headed and what it will be like when we get there. It’s the cause that gets us up in the morning and taps into a person’s discretionary effort—that PLUS 10% effort mentality. 

 

Without a compelling vision, the team lacks direction and an idea of what’s in it for them in making the journey.  Without a vision the people perish—not the type of effort and result we desire from the team.  

 

Next, Leadership:
Strong Leadership is essential because we’re moving the organization through uncharted territory. Unfortunately, a world-class,  “I GOT WOWed!”™ change process does not come with an easy, paint-by-numbers kit. It requires lots of people making tough decisions and supporting one another in playing the game in a different manner. 

 

Leadership is not something reserved solely for the senior team. In fact, to sustain a “I GOT WOWed!”™ culture over the long haul will require leadership and participation from throughout the ranks.  

 

Leadership must come from the line manager who is on the lookout for ways to WOW! both employees and the customers. Leadership must come from the troops who see the possibilities and benefits of moving the organization to the new level. Leadership is imperative from the top of the organization as they walk-the-talk and are willing to put the “sacred cows” and roadblocks on the table if they are impeding movement toward the new vision. 

 

Third, Perspective Coaching:
A universal principle states that “perspective influences behavior.” This is essential to understand and utilize—people have been performing in the past based on their existing set of perspectives. This behavior has produced the results it has produced. And in the past, that was fine. 

 

In a “I GOT WOWed!”™ culture shift, we’re inviting people to play the game by a new set of rules to produce a new set of results. In order to make this shift in perspective work long term, every employee needs tools, skills and training to play by the new rules. If we’re expecting a shift in behavior to produce the new desired result, we must be willing to offer and coach toward a new perspective.

 

To move toward new perspectives, adapt our secret formula: OM ¹ NR. The formula expanded means: Old methods (OM) cannot equal or produce new results (NR). Stated differently, You cannot produce new results (NR) using the same, outdated, old methods (OM). By adapting new perspectives and methods, your team will be able to produce new, breakthrough results.  

Conclusion: If you want your change efforts to stick, make sure the three essential ingredients are abundantly in place: Vision, Leadership and Perspective Coaching. And then, keep fanning the flame!

 

In our next e-WOW! Newsletter:

As leaders and perspective coaches, it's essential we "look ahead" for possible roadblocks and resistance factors which could impede your progress or douse the flame of a "I GOT WOWed!"™ culture.  In our next issue, we'll examine 13 common pitfalls and the possible symptoms.  You'll discover reasons your efforts are stalled or progressing slower than desired.

Lessons of the Trapeze

Trapeze Buddy Success Characteristic:
Takes Responsibility

When it comes to  key Trapeze Buddy Characteristics, “Takes Responsibility” has to be at the top of the list. Webster defines responsibility as: “Readily assuming obligations, duties, etc.; dependable; reliable”. 

If we want to be caught more and dropped less, we want to count on people who proactively take ownership in the arena of responsibility.
 

Special Note to Reader’s of the Trapeze Buddy Success Strategy:

Wouldn’t it be great if you were “caught” every single day by the people you count on most? Then make sure everyone you know is on the Trapeze Buddy team!!!

Here’s a tool you’ll love:  We’ve created a chapter by chapter discussion guide for managers or team leaders to use in a small group setting. It’s the perfect tool to introduce your group to the concepts in the “Trapeze Buddy Success Strategy”. 

Here’s how simple the process can be: Assign a chapter a week to your team-- (It’s an easy read in story format with good size print). They’ll be given pre-read questions and then you’ll be able to lead a discussion on the key points from that chapter. Better yet, your team will be involved in the discussion focusing on how to make the chapter relevant and come alive at your company.  

And the best news: It’s FREE!!! Absolutely, 100% FREE, No Strings attached, FREE!!!  Simply click here and download the Discussion Guide to your hearts content. Then, start reading and start applying. 

Keep making a difference. 

Mark Rosenberger, CSP