Timely Book, Helps Leaders Discover How
Teams Fall Into Predictable Change Patterns and Reactions and
Outlines How They Can Guide Their Teams Through Any Change –
Even Disruptive Change
FranklinCovey (NYSE: FC), the most trusted leadership company in
the world, and Mango Publishing today announced the release of a
new book, CHANGE: How to Turn Uncertainty Into Opportunity, which
is already a #1 Amazon Bestseller in the Decision Making and
Problem-Solving category. The book is authored by FranklinCovey
Change Experts, Curtis Bateman, Marché Pleshette, Andy Cindrich,
and Christi Phillips, Ph.D. with a foreword by FranklinCovey CEO,
Paul Walker.
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New book is number one Amazon bestseller
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In the timely book, the authors invite leaders across all
industries and organizations to examine their own relationship with
change and discover how their teams fall into a set of predictable
change patterns and reactions. The book outlines how leaders can
safely chart a way forward, to guide teams through any change –
even disruptive change.
The book begins with a simple but profound business parable, Who
Rocked the Boat?, which focuses on responding to change, using a
river journey parable as a point-of-reference. It’s based on
timeless principles, timely results, and turning change into
individual and collective opportunity. It explores change through
the lens of leadership and brings to life these profound principles
and practices which can change the trajectory of one’s career,
levels of contribution, legacy, or even of an entire
organization.
Curtis Bateman, co-author and FranklinCovey Vice President of
International Direct Offices, said, “We all travel along various
rivers in life. But at any moment we can find ourselves navigating
the waters uncertainty. It could be a global pandemic, economic
uncertainty, organizational restructuring, a new business strategy,
a shift in employment, a new boss or new role on a team, or
responding to a setback on a project or goal. As change is a
constant, understanding patterns, our reactions to it, and the
importance of making the right choices can be the difference
between resisting change and missing the chance to capitalize on an
important opportunity.”
The new book provides readers with a proven framework and
concrete examples for navigating change, as well as:
- Step-by-step instructions on how to engage teams throughout the
change process.
- The Five Common Reactions to Change and how to adopt and manage
them.
- How the Change Model makes change actionable and
predictable.
- How to minimize the disruption of change.
- Where most change initiatives fail and how to adapt.
Marché Pleshette, co-author and FranklinCovey Senior Consultant,
said, “Change is inevitable. When unexpected or unwanted change
disrupts well-established routines, it’s natural to wonder, ‘Who
rocked the boat?”’ Unfortunately, that’s the wrong question to ask!
Rather, the right question is ‘How do I engage people in change and
turn change into opportunity?’ Whatever the size or scope of the
change, every leader can be the captain of their change journey and
help navigate their people through the waves of uncertainty.”
Reactions to change are fluid, influenced not only by the change
itself, but by the culture, team dynamics, community norms,
institutional standards, and other considerations. They may be
automatic, but learning to adopt and manage these reactions is
vital to thriving during change and is a vital leadership
competency. Behavior descriptions of The Five Common Reactions to
Change include:
- Move - Impulse is to charge quickly into action
toward the new objective.
- Minimize - Focuses on what’s expected and tries to
change as little as possible.
- Wait - Does nothing immediately. Hesitates for a variety
of reasons, waits to see what others do first, and delays until
there’s more information or options, or holds back, while
prioritizing other things first.
- Resist - Dislikes the change, tries to prevent it, or
convinces others to fight it, privately or publicly.
- Quit/Quits – Quit - Stays but gives up and
refuses to engage with the change. Quits - Chooses to leave
because of the change to pursue something different.
While every change is unique, knowing and understanding these
reactions to change is vital for success, just as is following the
FranklinCovey Change Model, which functions as a compass and guides
leaders through four distinct zones. Leaders will know where they
are, what comes next, and how to pilot their team through the rough
waters of change. They’ll learn and build the skills which will
enable them and their teams to navigate through it all, even when
it’s most difficult.
Andy Cindrich, co-author and FranklinCovey Senior Consultant,
said, “The FranklinCovey Change Model provides the framework and
structure necessary to orient, ground, and gain clarity about
change. Leaders can use the model to chart the way forward, make
key decisions, adopt new behaviors, and build ideal conditions for
innovation. And with change coming so fast and in increasingly
disruptive ways, understanding the model and applying it can be the
difference between success and failure for leaders and their
teams.”
The FranklinCovey Change Model – Four
Zones
Zone of Status Quo: preparing your team
for change. It’s what we experience before a change
happens. We’re in a routine, and it’s business as usual. Even if
our routine is busy and stressful, it’s still familiar. It can be
difficult leaving the established behind. Those who are most
successful at change prepare for it. They’re not content to try and
avoid it or simply wait for it to happen. When change appears,
whether self-initiated or not, they can better navigate the
impending disruption.
Zone of Disruption: clarifying the
what, why, and impact of the change. It’s easy to find
ourselves in chaos and ambiguity when things you were used to
disappear, and what you were used to doing stops working. We can be
stuck in this zone unless we clarify the impact of the change.
Leaders can fight change insecurity by better communicating and
providing information, helping teams to feel more comfortable with
and commit to change with greater confidence.
Zone of Adoption: inspiring your team
to persist through the change. It’s where most change
efforts die, as many may get frustrated or are tempted to give up.
Persistence is the key, as well as testing new tactics, learning
from failures and setbacks, shifting the approach, and altering
thinking. This struggle, as inefficient and painful as it may be,
lays the groundwork for future innovation.
Zone of Innovation: inviting your team
to explore new possibilities because of the change. New
actions feel natural. Having paid the price for innovation, we now
leverage the investment for ourselves and our team. We explore new
ways of thinking and doing, challenging assumptions, and broadening
curiosity. Not all change needs or benefits from the Zone of
Innovation, but one of the great benefits of change is taking stock
of what could happen now that we’ve experienced new things,
overcome significant challenges, and gained a new perspective on
what we do.
Christi Phillips, co-author and FranklinCovey Director of
Learning, Development and Inclusion, said, “Leaders develop a
strategy that looks good on paper. They’re passionate and excited
about it and may even communicate it effectively to the rest of the
organization or to their team. But then they’re confronted with the
responses and emotions of the actual human beings who will
implement that strategy. They’re trying to adjust and balance what
they used to do with what they now need to do. They will make or
break the strategy, based on how they navigate through the change.
And that’s where the work of a real leader begins.”
Implementing FranklinCovey’s course
Change: How to Turn Uncertainty Into Opportunity in
Organizations: This course teaches individuals, leaders,
and organizations to successfully navigate the pattern of workplace
change, leading to improved and accelerated results. Consisting of
three modules, it can be applied as a stand-alone framework or work
alongside any existing change management process. It’s available
through the FranklinCovey All Access Pass® in multiple learning
modalities.
About the Authors: (NOTE:
Schedule an author to deliver an engaging keynote to
your team or organization.)
Curtis Bateman is FranklinCovey’s vice president of
international direct offices. With over twenty-five years of
experience in the training industry, Curtis is an internationally
recognized presenter, content developer, change consultant,
business leader, and coach. His passion for enabling organizations
“at change” resulted in the co-creation of transformative,
industry-leading solutions, including Change Element,
Leaders@Change, Managing Millennials, Millennials @Work, and the
Change Practitioner. He holds an MBA from the University of
Utah.
Marché Pleshette is a FranklinCovey Senior Consultant, a
skilled leadership coach, and has been a consultant for fifteen
years. She has been the subject matter expert for The 7 Habits of
Highly Effective People® and serves on FranklinCovey’s consultant
coaching team, ensuring the quality of their world-class
consultants. She holds a bachelor’s degree in mass communications
and is a certified coach through the Hudson Institute of Coaching
in Santa Barbara.
Andy Cindrich is a FranklinCovey senior consultant,
keynote speaker, and executive coach whose personal mission
statement is to help teams and individuals win. Andy played a key
role in developing FranklinCovey’s The 4 Disciplines of Execution
solution, which has helped clients all over the world achieve
breakthrough results. He has a master’s in educational leadership,
a bachelor’s degree in teaching both psychology and history, and a
minor in coaching.
Christi Phillips is FranklinCovey’s director of Learning,
Development, and Inclusion. She has served as a developmental
consultant, program developer, and talent coach. She has a Ph.D. in
human resource development from Texas A&M University, a
master’s in business management and bachelor’s degrees in political
science and French.
About FranklinCovey
FranklinCovey (NYSE: FC) is one of the largest and most trusted
leadership companies in the world, with directly owned and licensee
partner offices providing professional services in over 160
countries and territories. The Company transforms organizations by
partnering with clients to build leaders, teams, and cultures that
get breakthrough results through collective action, which leads to
a more engaging work experience for their people. Available through
the FranklinCovey All Access Pass, FranklinCovey’s best-in-class
content, solutions, experts, technology, and metrics seamlessly
integrate to ensure lasting behavior change at scale. Solutions are
available in multiple delivery modalities in more than 20
languages.
This approach to leadership and organizational change has been
tested and refined by working with tens of thousands of teams and
organizations over the past 30 years. Clients have included
organizations in the Fortune 100, Fortune 500 and thousands of
small and mid-sized businesses, numerous government entities, and
educational institutions. To learn more, visit
www.franklincovey.com and enjoy exclusive content across
FranklinCovey’s social media channels at: LinkedIn, Facebook,
Twitter, Instagram, and YouTube.
About Mango Publishing
Mango Publishing™ is an independent book publisher on a mission
to democratize and modernize the book publishing industry. The
publisher is data-driven, reader-led, highly international and very
engaged in reaching new reader audiences. Mango publishes
high-quality nonfiction books from fresh and distinct voices that
spark new ideas with readers around the world. Mango has been named
one of the fastest growing publishers in the world for 2018, 2019
and 2020 by Publishers Weekly, was a finalist for Publisher of the
Year at Digital Book World 2019 and won Exporter of the Year in
2022 from the US Small Business Administration for the state of
Florida.
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Debra Lund: FranklinCovey, Debra.Lund@FranklinCovey.com,
801-244-4474
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