recipe

Review parts 1 through 15 for details and thinking, then utilize the Recipe for Change.

Part 14 – Look in the Mirror

Why can’t I change?  That’s a great question. It’s hard to answer, but there is hope. I was talking to a shop owner, and he kept telling me his people would not do what he asked them to do. He could not find people to work in his business, and he has owned this shop for 10 years. He was blaming other people, so I pulled the trump card and hit him between the eyes.

I shared with him it was HIM that was the problem. His lack of Leadership and Management skills were his biggest hurdle. By the way, he is working around 100 hours per week; I would say he is on a death march. As John C. Maxwell says, “everything rises and falls on Leadership.” Do you believe this shop owner can change his ways? Or perhaps it’s YOU and your business that needs to change.

Where will you start? What will be your pathway to change? What’s wrong with you? How do you shake the bad behavior? How will you turnaround your condition? Can you truly transform?

GREAT NEWS – YES YOU CAN!

It all starts with your thinking, because your thoughts govern each area of our lives – emotions, decisions, actions, attitudes and words – any lasing transformation must begin with your mind.

You need a new way of thinking by renewing your mind.

You renew your mind by beginning a personal development journey.

When you think right, you’ll act right.

The Recipe for Change

When you’re baking a cake, there are certain ingredients that are necessary for the cake to come out as planned. You need to follow a step by step procedure. Include all portions as described, mix as indicated, then cook for the optimum time and temperature. Any variation from the recipe may cause an incomplete and utter disaster! If you don’t follow the recipe, you will not get the results you were expecting.

When you’re leading your company and staff through change, a recipe would be very helpful, so here it is:

1. You must be totally committed to the change (1 gallon)
2. It must be well defined and written (1 pint)
3. You must be willing to accept the push back and resistance (1 quart)
4. Create the WHY story to sell to sell your staff (Five Pounds)
5. Talk to them one-on-one (1 Tablespoon)
6. Give them time to adjust mentally to the change (Let Marinate 1 week)
7. Let them express their feelings (Snap-Crackle-Pop)
8. Set a rollout date for the change to occur (Cook Time 10 Days)
9. Have many training sessions before rollout (Mixing steps)
10. Establish the change as a habit (Tasting the results)

This is a quick and simple recipe for change. Follow the ingredients and steps, and see what results you will achieve. Review parts 1 through 15 for more details and thinking.

Management is the formula.

Leadership is the essential catalyst.

You are the stick that stirs the ingredients.

Review parts 1 through 15 for details and thinking, then utilize the Recipe for Change.

Part 13 – Seven Step Transition Method

Need a method of managing transition? Please see the seven step process listed below, taken from Leader to Leader Institute’s Leading Transition article:

1. Describe the change and why in less than one minute
2. Make sure the details of the change are planned, detailed, and a time frame is set
3. Understand who is going to have to let go of what and when
4. Make sure people are given time to respectively let go of the past
5. Continually communicate the purpose, the picture, the plan, and the part
6. Create temporary solutions to the temporary problems
7. Articulate the new attitudes and behaviors needed to make the change

So how do these 7 steps apply to you? Great question! The next change you want to make in your business is to use these seven steps as a systemic process for making a change. Take a test drive of the seven step process. Only then you will know!

The Recipe for Change

When you’re baking a cake, there are certain ingredients that are necessary for the cake to come out as planned. You need to follow a step by step procedure. Include all portions as described, mix as indicated, then cook for the optimum time and temperature. Any variation from the recipe may cause an incomplete and utter disaster! If you don’t follow the recipe, you will not get the results you were expecting.

When you’re leading your company and staff through change, a recipe would be very helpful, so here it is:

1. You must be totally committed to the change (1 gallon)
2. It must be well defined and written (1 pint)
3. You must be willing to accept the push back and resistance (1 quart)
4. Create the WHY story to sell to sell your staff (Five Pounds)
5. Talk to them one-on-one (1 Tablespoon)
6. Give them time to adjust mentally to the change (Let Marinate 1 week)
7. Let them express their feelings (Snap-Crackle-Pop)
8. Set a rollout date for the change to occur (Cook Time 10 Days)
9. Have many training sessions before rollout (Mixing steps)
10. Establish the change as a habit (Tasting the results)

This is a quick and simple recipe for change. Follow the ingredients and steps, and see what results you will achieve. Review parts 1 through 15 for more details and thinking.

Management is the formula.

Leadership is the essential catalyst.

You are the stick that stirs the ingredients.

Review parts 1 through 15 for details and thinking, then utilize the Recipe for Change.

Part 12 – Transition

Three key words – transition, change, and implementation -w from the Leader to Leader Institute: Leading Transition: A New Model for Change. Have you ever barked and order, “Just do it”? And what are you supposed to do when they just don’t do it – when your people do not make the changes that you need to be made?

The first key word comes to mind is “transition”. It is an internal psychological reorientation that people have to go through before change can take place. Transition is not a timed event. It happens much more slowly than change. We must first work on the way people think about what we have asked them to change.

Transition has three steps: Step 1 is saying goodbye to the old way of doing it.  Step 2 is shifting into neutral after letting go of the old ways, despite not having begun the new ways yet. Step 3 is moving forward when new behavior starts to take over and change is now beginning to work.

We must attend to transition or the change will collapse.

The Recipe for Change

When you’re baking a cake, there are certain ingredients that are necessary for the cake to come out as planned. You need to follow a step by step procedure. Include all portions as described, mix as indicated, then cook for the optimum time and temperature. Any variation from the recipe may cause an incomplete and utter disaster! If you don’t follow the recipe, you will not get the results you were expecting.

When you’re leading your company and staff through change, a recipe would be very helpful, so here it is:

1. You must be totally committed to the change (1 gallon)
2. It must be well defined and written (1 pint)
3. You must be willing to accept the push back and resistance (1 quart)
4. Create the WHY story to sell to sell your staff (Five Pounds)
5. Talk to them one-on-one (1 Tablespoon)
6. Give them time to adjust mentally to the change (Let Marinate 1 week)
7. Let them express their feelings (Snap-Crackle-Pop)
8. Set a rollout date for the change to occur (Cook Time 10 Days)
9. Have many training sessions before rollout (Mixing steps)
10. Establish the change as a habit (Tasting the results)

This is a quick and simple recipe for change. Follow the ingredients and steps, and see what results you will achieve. Review parts 1 through 15 for more details and thinking.

Management is the formula.

Leadership is the essential catalyst.

You are the stick that stirs the ingredients.

Review parts 1 through 15 for details and thinking, then utilize the Recipe for Change.

Part 11 – A New Model for Change

Change isn’t optional. It is essential. Why can’t things stay the same? Why do we have to change? How can we make change fun? What hangs up change?

I have been reading an article written by Leader to Leader Institute called “Leading Transition: A New Model for Change.” Change is nothing new to leaders. We understand by now that organizations cannot be just endlessly “managed,” replicating yesterday’s practices to achieve success. Business conditions change and yesterday’s assumptions and practices no longer work. There must be innovation, and innovation means change.

Yet the thousands of books, seminars, and consulting engagements purporting to help “manage change” often fall short. These tools tend to neglect the dynamics of personal and organizational transition that can determine the outcome of any change effort.  As a result, they fail to address the leader’s need to coach others through the transition process. They also fail to acknowledge the fact that leaders themselves need coaching before they can effectively coach others.

Wouldn’t it be nice to say “Do it this way now”, and everyone jumps on board and gets the job done. There would be zero pushback, no odd stares, no deer in the headlight looks, no frowns on their faces – just good old fashioned “yes we can” action.

Yes, we need a system to follow through the transition to change!

That’s what’s missing – a system!

The Recipe for Change

When you’re baking a cake, there are certain ingredients that are necessary for the cake to come out as planned. You need to follow a step by step procedure. Include all portions as described, mix as indicated, then cook for the optimum time and temperature. Any variation from the recipe may cause an incomplete and utter disaster! If you don’t follow the recipe, you will not get the results you were expecting.

When you’re leading your company and staff through change, a recipe would be very helpful, so here it is:

1. You must be totally committed to the change (1 gallon)
2. It must be well defined and written (1 pint)
3. You must be willing to accept the push back and resistance (1 quart)
4. Create the WHY story to sell to sell your staff (Five Pounds)
5. Talk to them one-on-one (1 Tablespoon)
6. Give them time to adjust mentally to the change (Let Marinate 1 week)
7. Let them express their feelings (Snap-Crackle-Pop)
8. Set a rollout date for the change to occur (Cook Time 10 Days)
9. Have many training sessions before rollout (Mixing steps)
10. Establish the change as a habit (Tasting the results)

This is a quick and simple recipe for change. Follow the ingredients and steps, and see what results you will achieve. Review parts 1 through 15 for more details and thinking.

Management is the formula.

Leadership is the essential catalyst.

You are the stick that stirs the ingredients.