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Key Takeaways from the Champions of HR for Excellence Launch

Posted by: Cheryl Jekiel | No Comments

For the launch of the Champions of HR for Excellence program a few weeks ago, we explored a revolutionary approach to supporting change in the workplace. The meeting included a work-shop presented by Ron Oslin, Larry Anderson and Tony Chamblin, from One System / One Voice. We met a few years back, and their work was so exciting that I went to Virginia to see it in action.

The workshop involves two models, the 5 stages of change and motivational interviewing, that have been used to help people create change in the mental health field. They have had great success applying these methods to lean transformations.

Using what is known from the mental health field about how people change their behavior is a brilliant idea. It’s surprising we hadn’t discovered it earlier.

Following are a few key ideas from their workshop that teaches this method.

1. Telling people what’s “in it for them” actually may do more harm than good.

Imagine telling somebody that they need to change their eating habits so they can live a happier life and live longer. Do you think that will impact how they eat?

Actually, time and practice have shown that it will make them less likely to make a change.

People often don’t welcome these comments, and it makes them back away. In other words, you can’t sell somebody on making a change.

2. It’s best to support people in making changes at their own pace.

The material works on developing rapport by creating the types of conversation that would be most supportive of the person at the stage of change they’re in at the time.

The workshop shows managers some basic skills on being nonjudgmental about how people perceive lean transformations and creating effective dialogues to create an openness for change.

3. Compliance does not equal real change.

Many lean transformations may end up using compliance as a form of improvement. The thought is that when people are mandated to work in new ways, someday it will become natural to them.

The One System / One Voice workshop showed how change needs to be fully internalized for individuals. Otherwise, change is somewhat artificial and likely short-lived.

The skills imparted in One System / One Voice’s workshop steer away from strategies that simply seek compliance and move toward inspiring real change. You can review material on the company’s website to decide if you want to use this approach. Ron and his team will also present some of their insights in September at the Lean People Development Summit.

Participants found the workshop extremely rewarding and helpful. Following are a few testimonials from the event:

“It was a great event. This really builds alliances and support mechanisms going forward, as we know in many HR opportunities it’s all about confidentiality. I know I shared a few personal and professional thoughts, and it felt great to work through them while hearing others have the same or similar.”
-Rod Smith
Duha Group

“I’ve been through a great deal of change management training that has dealt in the area of the fundamental process of change management. What I enjoyed about this training was the focus on the different personalities you deal with during change management. I thought the course was great at drawing out concerns and how to combat those concerns. The course will serve me well.”
-Jason Brandt
Tempur Sealy

“In the Change Management session I was reminded once again to make it all about the people, not about me. I’m also trying to ask questions that require their thinking, not mine. I have also stopped taking notes during discussions with my staff and truly listening better. What I didn’t realize was that by always taking the notes and recording action items, I was owning their problem! I truly enjoyed the session and I feel more empowered to help my team and organization to continue to transform.”
-Melissa Smith
McKee Foods

“By asking a series of questions and looking at those who have difficulty with change from a new lens, it challenged even the most seasoned HR practitioners. Comments around the room, self included, went from ‘Wow, this is neat!’ to ‘Wow, this is hard!’ As we all know, when we challenge our thinking of how we ‘always used to do something,’ it can be difficult.”
-Susan Kamacho

This session represented the kickoff of Champions of HR for Excellence, a group that will work together to learn, network and benchmark other companies.

To learn more about why this program is so exciting, click here.

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