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Leading Through
Change
Rebecca Pomering
Chief Practice Officer, Moss Adams LLP
October 11, 2016
NWCUA Small Credit Union Round Table
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SOME OF MY EXPERIENCE LEADING
CHANGE
• Joined our wealth management group as CEO in July of 2008…
• Implemented new Investment Portfolios in 2010 and new IT system (portfolio management, rebalancing and reporting) in 2016…
• Firm moved 100’s of people into new space in August…
• Transitioned into CPO role in August…
• More subtle (revolutionary) cultural change as well…
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OBSERVATIONS
• How you lead others through change can define you as a leader
• Leading change is different than managing change
o Leadership is not about efficiency (at least initially)
• People react differently to change & frequently not as we expect/stereotype
• Change can feel like loss
o The stages are similar to other grieving processes
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STAGES OF CHANGE/GRIEF/LOSS
1. Shock
2. Denial
3. Anger
4. Bargaining
5. Depression
6. Testing/accepting/letting go
7. Reluctant acceptance/understanding
Source: Michael Barker
Information/ Communication
Emotional Support
Guidance/Direction
WHAT PEOPLE EXPERIENCE WHAT PEOPLE NEED
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KOTTER’S 8 STEPS OF CHANGE
Source: John P. Kotter & Dan Coen The Heart of
Change Boston: Harvard Business School Press
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TIPS
• Identify your leaders/opinion drivers
• Involve them and others as early and often as you can
o In defining the change, when possible
o Giving input and participating in planning
o Implementing change
• Commit and get others to commit
o Including if the change wasn’t your idea
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PLANNING FOR CHANGE
• Why are we doing this?
• What do we hope to accomplish?
• Who will it impact?
• Who needs to participate?
• Who needs to know?
• How will they react?
• How can we support them?
• Where do we need help?
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MORE TIPS
• Communicate as much as you cano Plans, insights and context
o “We are so transparent!”
o “I swear I already said this…”
o Don’t say more than you actually know (don’t speculate)
o Even little bits along the way will be helpful
o Consider the perspective(s) of your audience and their potential reaction(s)
o Listen carefully
o If it gets tough, don’t retract; communicate more
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Source: Oxford Leadership Academy
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EVEN MORE TIPS
• Keep things moving day-to-day along the way
• Be human
• Be positive & confident
o “I am thinking about how I will…” as opposed to “I am afraid of…”
• Don’t admit (or pretend like) you don’t get it
o Learn the talking points you need to know as a leader
• Focus on removing fear
13Source: The Heart of Innovation
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