MELBOURNE: July 19 & 20

SYDNEY: July 25 & 26

 


_______________

 

 

 

 It's not 'drawing'...

It's 
VISUAL

SENSEMAKING

with Lynne Cazaly
using The Visual Mojo Method
SYDNEY: August 23

1 day practical workshop for your team
Build this powerful, influential skill to help make sense of change, communicate clearly and engage people in the most challenging situations

 

 
____________________

 


IDEA WRITE PUBLISH

A 90 day ONLINE program to write & publish your book 

Start when you're ready & enrol anytime

 

____________________

 

 

 

Get the free Mini-Book on Sensemaking

This form does not yet contain any fields.

     

     

     

     

     

     

    Join with me to receive & read my enews tips, templates and advice
    Read the latest
    and
    Subscribe to my newsletter  

    'Each week I delete plenty of enews and emails; this ain't one of 'em!' - Martin, Project Consultant
    'There is always something helpful, interesting, impactful in your enews Lynne. Love your work!' - Tim - Project Manager/PMO

    'Love it! A quick read with brilliant information, advice, support and ideas I can apply right away. Thank you.' - Jane, Team Leader

    Contact Lynne Cazaly

    e: info@lynnecazaly.com

    m: +61 0419 560 677

    PO Box 414, Albert Park   VIC   3206 AUSTRALIA

     

     

    Entries in leading change (7)

    Monday
    Feb092015

    Change Leader : What's your front page and headline?

    A paragraph in the change pack I spied at an organisation this morning read like this:

    We need a more contemporary reimagining of our integrated administrative capability.

    What? What does that mean!!? You're leading change and you're communicating like that?

    You can read more thrilling gobbledygook here by using the automated generator! But really, do leaders still distribute uninspiring, time wasting and mind-numbing change messages like this?

    Unfortunately they do.

    But we must do better. We must be clear, inspiring, real, relevant, brief, to the point. And then get on with it and listen, engage, and keep inspiring throughout the change.

    So how to communicate before, during and after change?

    You can take a leaf from Simon Sinek's angle on Start With Why, or the earlier version of it from Bernice McCarthy and the 4MAT Frame, loved by trainers around the world.

    Or you could go PR-style and craft out your key messages. In some of my earlier roles on communication campaigns and strategies we'd create a 'story house'.

    We'd build our key messages from the ground up:

    • what is a foundation message, must be delivered message (like the concrete foundation or slab)?
    • what is a structural, framework kind of message (like the wooden frame)?
    • what is a higher vision, overarching message (like a roof)?

    Another approach is to think sharp and engaging; to think in front page and headline style. 

    What will the front page of your 'edition' on change read like? What story will you be leading with?

    Where is the investigative piece? The history piece... the bit about why this is happening, the inspiring information about others who have taken this path, the reason why the business needs to do this... and what it means for the team. 

    What are the headlines about this change? Where can I find the further details, the background, the unpacked data and spreadsheets and research on it? Where can I find the 'long read'? Where is the photojournalism on it - show me what it will look like? Where's the shipping news: what will be happening when - what's arriving when and where? What will be starting, what's stopping and when is that happening?

    Delete that workplace waffle that reads: We're going forward with our plans to implement systemised third-generation paradigm shifts.

    Urgh!

    Go clear, bold, strong, interesting, engaging. 

    Create your front page and your headlines; build your readership for this change. 

    Friday
    Jan302015

    Pull the Plug on Change : Bullet Points are Bullshit

    "Pull the plug! Go on I dare you! Step out from behind the PowerPoint slide deck you've created."

    I said this to a leader of change in a health insurance business and he said ....'No. I can't do that!!!'

    But if you're 'rolling out' your communications and key messages for that change and transformation project you're working on - just as this leader was - you don't need a slide deck, a pack or a bunch of pages with boxes, arrows, chevrons and bullet points in it!

    In fact those bullet points you've got there? They're bullish*t.

    There. It's in print. I think bullet points are bullish*t. 

    They boring, linear, impossible to memorise after about five - unless you're a memory champ - and they do little to inspire or inform, particularly during times of change. 

    Most of all, bullet points often show up as a default option in PowerPoint. But you need to buck the default if you want to get engagement and understanding with your message. 

    With all of the information flying around your organisation and team, you want your change messages to get a little more cut-through than the notice in the kitchen that cleanliness is everyone's responsibility!

    Just because you have some key points to make about change, doesn't mean they need to be communicated as points.

    Unpack your entire message across different dimensions: a story, some data, a quote, the rollout plan, where things were, what they'll be like in the future, some engaging questions, some customer insights, the trends in the industry. 

    So this leader who I challenged to 'pull the plug'? We took his PowerPoint pack of bullet points and crafted some flip charts, posters, key messages, a couple of stories and some questions to have dialogue with the team. 

    That's what he rolled out across the country. No PowerPoint in sight. 

    He did pull the plug; and his people were so pleased he did. He stepped out from behind the pack of pages. Now he's talking, engaging, interacting and co-creating the change process with his team. That's leadership!

    Wednesday
    Dec172014

    Leading change is a three-step thing

    At a retailer's staff forum on innovation recently, the team was encouraged to 

    • envisage
    • think big and
    • imagine

    These are all such visual, thinking and 'possibility' words. It was all about what they could 'see'.

    To survive and thrive in the challenging retail environment, this team had to change how they were working, how they were responding and how they were evolving the business. 

    That's a lot of change. 

    Add to that the usual change processes of new technology, systems, and other ways of working that go on across the business. 

    For this team, change had to be a three-step thing. But it wasn't the boring three-step of: 

    1 .analyse

    2. think

    3. change. 

    Dan and Chip Heath in their book on change 'Switch' report on research from Kotter and Cohen where this approach is mighty popular, yet super ineffective at creating, driving and embedding change. 

    Folks... the dance steps have to 'change'. 

    The three-step thing that will work is:

    1. see

    2. feel

    3. change.

    Am I getting all emotional on you here? Well, analytical stuff works best when things are known and the future is clear. 

    But in the VUCA (volatile, uncertain, complex and ambiguous) environment we all operate in, often the future is... out of focus, blurry. 

    See, Feel, Change is about seeing evidence that gives you a feeling and from there you can change. You can help guide people through their responses to that feeling about what they've seen. Show people what's going on. Let them see how things could be. How do they feel about that? That's when change will come. That's when people get on board, buy in, sign up and advocate for the change. 

    Otherwise you're just dancing in the dark!

    Read more in Dan & Chip Heath's book 'Switch' here

    Monday
    Nov032014

    Do it with the lights on and the blinds open

    Yep, put it on show and make it visible.

    Stand out, loud and clear so people can see and hear you!

    Doing what and where ... you wonder?

    Last week I was working with a team on their leadership day. They put so much effort into making the conference room dark enough for the PowerPoint presentation and slides. I figured this was gonna be one heck of a deck. 

    But, well, it wasn't. It was a bunch of dot points on the company template. zzzzzzz, yawn and dull boring, #fail.

    This was a leadership team and a big event focused on communicating change, inspiring the team, getting everyone on the same page.

    A darkened room and a deck of uninspiring, forgettable bullet points. Yep, that's really going to have staying power... no.

    Leaders need to get real when it comes to communicating change. Turn the lights on. Let them see you. Keep the blinds open. Let natural light in. Be authentic - there's so much 'authentic leadership' talk going on, yet when leaders have the perfect opportunity to influence, persuade and deliver messages as a real human being, they sanitise themselves and hide in the dark, clicking and 'blah-blahing' through lists of linear nothingness.

    Stop spending so much time on your bullet points and slide deck and spend some more time crafting, rehearsing, speaking, engaging, sharing and humanising your leadership communication.

    Lights on. Blinds open. Now. 

    Tuesday
    Sep162014

    The best selling exhibition in town

    In a busy workplace it can be tough to get people to listen and tune in to your change message, your key message or any of your messages!


    How do you get people to listen to and understand what your team is working on? How do you get them to sign up, buy in and want to be a part of it?

    Watch my short sketch video this week and you'll see how a clever project team got people to come along to their best selling 'exhibition'.

    What important thing are you working on?

    What will you do to make the people you work with want to tune in to it?

    Download the video here