Leading Change from the Bottom

We’ve all been there: the Big Boss is demanding things change, right now. They’re doing it by force, through OKRs and merit increase penalties. Now you’re the Boss, and it all feels… yucky, maybe even manipulative. You don’t want to force a team of monkeys to do your bidding. You want to inspire change and have happy people doing their best. How? Let’s talk about how you can make it a support structure instead of a command structure.

Transcript

1. bottom leading change from the
2. traditional management
3. traditional management
6. goals set by your boss
7. goals set by your boss low review scores = bad
8. goals set by your boss low review scores formal warnings = bad, officially
9. goals set by your boss low review scores formal warnings performance improvement plans
10. you are here week 1 week 2 week 3 week 4 = good
11. goals set by your boss low review scores withholding raises or bonuses formal warnings performance improvement plans $$
12. goals set by your boss low review scores withholding raises or bonuses formal warnings performance improvement plans yelling
13. –Camille Fournier “When you strip creative and talented people of their autonomy, they lose motivation very quickly.”
14. support structures
15. sounds great. but uh… what does it mean…?
16. –Missy Elliot, if she were a leadership coach “Put your chart down, 
 fl ip it, 
 and reverse it.”
18. cool. how does this help me lead change…?
19. cool. how does this help me lead change…?
20. these people 
 are not 
 performing!
21. find the 
 struggle
22. –Daniel Pink “We have three innate psychological needs - competence, autonomy, and relatedness. When those needs are satis fi ed, we’re motivated, productive, and happy.”
23. support the human
24. i have 
 the answer!
25. leaders 
 grow 
 leaders
26. –Jon Fazzaro “Getting stuck is a necessary step toward insight.”
27. –Lara Hogan “Coaching mode is all about helping your teammate develop their own brain wrinkles, rather than telling them how you would do something. The introspection and creativity it inspires create deep and longer-lasting growth.”
28. guide and 
 be curious
29. no one 
 knows what 
 to do
30. bring in 
 knowledge
31. they’re 
 talking 
 trash
32. create space 
 and safety
33. some pretty good books • Drive, by Daniel Pink • Resilient Management, by Lara Hogan • The Manager’s Path, by Camille Fournier
34. takeaways?
35. hire us! 20% off
36. thanks! amber conville 
 amber@industriallogic.com