Computers in Libraries 2014 - Day 2 - Ready for Change? 8 Steps

This was a really unusual session for Computers in Libraries, but I thought it was very good.

Myles Miller is an author and business coach (Facebook page here) who travels around the country talking and consulting on the topic of change.  It was more the kind of thing I'd expect at a staff development day rather than a Computers in Libraries session, which tend to be more library staff talking about things they've done or tried to do.

In this case Miller provided a quick overview of John Kotter's 8 step change process.  Miller is an excellent and engaging speaker and this talk actually dove-tailed nicely with the next session in which two libraries described successful change.

Miller went through the eight steps indicating that they need to be followed in order and that they should not be rushed.

Step one: Create Urgency

For change to happen it helps if the whole company really wants it.  Develop a sense of urgency around the need for change.  This may help you spark the initial motivation to get things moving.

• Open an honest and convincing dialogue about what's happening in the marketplace
• If people start talking about the change you propose, the urgency can build and feed on itself
• For change to be successful 75% of a company's management needs to buy into the change

Step two: Form a powerful coalition

• Convince people that change is necessary
• This often takes strong leadership and visible support from key people within your organization
• Managing change isn't enough - you have to lead it
• Find people who have power throughout the organization

Step three: Create a vision for change

• When you first start thinking about change, there will probably be many great ideas and solutions floating around
• Link these concepts to an overall vision that people can grasp easily and remember
• A clear vision can help everyone understand why you're asking them to do something
• Create a vision that can be expressed in less than 30 seconds

Step four: Communicate the vision

• What you do with your vision after you create it will determine your success
• Don't just communicate the vision at special meetings, but at every chance you get
• Use the vision to make decisions and solve problems daily
• Resolve conflicts.  If you can work through the conflict together you will have a stronger relationship

Step five:  Remove obstacles

• Find people, processes and structures that are getting in the way (emotional thinkers vs. rational thinkers)
• Put in place the structure for change and continually check for barriers to it
• Removing obstacles can empower the people you need to execute your vision and help the change move forward
• When responding to people ("I don't like it.") use the grand pause, don't react immediately.  **Silence** "OK. Tell me what you don't like and why?"  At the heart of most obstacles to change is fear.  Find out what people are truly afraid of.
• Document concerns -- it shows that you are listening

Step six: Create Short-term Wins

• Nothing motivates more than success
• Give the organization a taste of victory early in the change process
• Within a short time frame you'll want to have results your staff can see

Step seven: Build on the Change

• Don't declare victory too early
• After every win analyze what went right and what needs improving
• Set goals to continue building on the momentum you've achieved

Step eight: Anchor the Changes in the Organization's Culture

• New staff and leaders need to be initiated
• Talk about progress every chance you get
• Acknowledge the people who got you there

This was a great session.  Even though it had little direct bearing on the typical things that are discussed at this conference it was completely relevant and appropriate for a conference the frequently inspires a desire to bring about change.