Change Leadership, What's My Visual - Part 2

Questions This Guidance Answers: 
  • How do I create change management briefings?
  • How do I persuade people to change?
  • What preparation do I need to do before a change management effort?

In this cast, we conclude our conversation about beginning change efforts in any organization.

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Loved the examples of visuals!

The chart, the videos and the clippings were all examples of how, despite how compelling the data were, their power was only truly communicated when represented visually.

What I found to be really interesting was how each example used a different tactic to elicit an emotional response.

The clippings attacked a core value held by the company. The videos used repetition to hammer the point home. The chart allowed the stakeholders to come up with the "answer" themselves. It reminds me of a quote, for which I unfortunately do not have the source.

"Change done to us is debilitating. Change done by us is exhilerating."

Great, great podcast!

Thanks guys!

Visuals when directs are remote?

Two thirds of my directs are remote.  I have 3 sub teams in two offices with a couple of people working out of their homes.

You said that on-line visuals aren't effective.  I have to agree.  (I'm struggling to get them to look at things in our SharePoint site!)  On-line is the only thing I seem to have available - and I don't think it's working...  But if it's the only option, are there tricks to make it better?  I can show a visual during our weekly team meeting but...that's only once a week.

Do you do visuals for the people who are local to me?  I've tried to avoid doing anything where it seems like the people in the home office get special treatment.  Previously, some of the remote office were treated pretty poorly.  (They came by acquisitions and that hasn't always been done well.)



Thanks for the cast. What's with the echo on Mike's voice on this one? I believe I was listening to another one the other day that also had the same issue.


EDIT: Ahh, I had missed Mike's comment at the beginning. Please delete this comment if you can.

Visuals - advice for reaching a profit target

I am the new CEO of a small country within a global finance organisation. My senior management team and I have developed a strategy to get from 50 million net profit to 100 million in 3 years. It's an ambitious but achievable target. We are all emotionally attached to the idea of reaching our target.

Now we need to get the emotional buy-in of two important groups of people: the team of 450 people working in the country who will achieve the target and the regional management team who will give us approval to go ahead with our plan.

The regional management team have been successfully prewired. My 'slam dunk' presentation of the strategic plan to get from 50m to 100m is in a couple weeks. The ideas and logic of the plan are agreed by all.

After listening to the Visuals Podcasts, I now realise that this is not good enough. I need a compelling visual story to tell. I had planned on a simple 5 slide bullet point pp presentation. Now I need to rethink the presentation. Any ideas?

There is nothing very fancy about our plan - just doing more of the good stuff we do already and focussing on the areas which make us the most money. Regionalising back-office functionality and being smarter about how we spend money and how we motivate our team are part of the plan. The entire region is going in the same direction and we are leading the way so the regional management team has been easy to prewire.

The team of 450 who will implement the plan also need to have an emotional attachment to it. That's the next step....

Thanks in advance. All suggestions gratefully received!

Change in Customer Service


Am joining a new company as a Customer Service Manager. The management and clients think the service is lousy, but not the staff. Help me create a strategy for change. Much appreciated

A leadership style is a

A leadership style is a leader's style of providing direction, implementing plans, and motivating people.Different situations call for different leadership styles. In an emergency when there is little time to converge on an agreement and where a designated authority has significantly more experience or expertise than the rest of the team, an autocratic leadership style may be most effective; however, in a highly motivated and aligned team with a homogeneous level of expertise, a more democratic or laissez-faire style may be more effective. -James Stuckey