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REACH PERSONAL BRANDING INTERVIEW SERIES – June 2010

Getting Change Right: How Leaders Transform Organizations from the Inside Out

Change does not flow top-down, bottom-up, or sideways, but inside out. Real change happens only when people want it to happen; when they feel engaged. Without engagement, you are left with two alternatives: force and failure. Seth Kahan, author of Getting Change Right, challenges you to approach change in a whole new way. In the June 2010 Reach Personal Branding Interview with Seth and William Arruda, you will learn about Seth’s new model of leadership communication and how to:

• Create rapid, widespread engagement
• Communicate so people get it and spread it
• Energize your most valuable players
• Understand the territory of change
• Accelerate change through performance communities
• Generate dramatic surges in progress
• Break through logjams, and
• Attain WorkLifeSuccess in the midst of change

Bio:

Seth Kahan is an international speaker, trainer, and consultant who has worked with CEOs and senior leaders responsible for large-scale change around the world. He writes Fast Company’s expert blog, Leading Change (SethFast.com), and is a regular contributor to the Washington Post column “On Success” (SethPost.com). Seth is recognized as a Visionary by The Center for Association Leadership and a Thought Leader and Exemplar in Change Leadership by The Society for the Advancement of Consulting.

An Associate of the Taos Institute, Seth started out as a street theatre performance artist and participated in rites of passage as part of his work. The lessons he learned in these two far-flung fields contribute directly to his success in large-scale, innovative change. Today Seth consults primarily with visionary leaders, who are intent on improving society and humanity’s place in the world.

LINKS:

• For more information visit www.GettingChangeRight.com
• To receive the first chapter of his book, Getting Change Right, email Seth at VisionaryLeadership dot com

Handout:

Reach Personal Branding Interview Handout for June 2010

You can also download Seth Kahan’s interview here.

Post Interview Tips: Six Goals for Interactions with Others when You Are Leading Change

1. Build trust. Without it, everything else falls apart. Surprisingly, few leaders give it the importance and attention it deserves. Always demonstrate graciousness and respect for your audience. If you mess this up, they can take you out. You cannot do change alone.
2. Seed the conversation. Come well prepared and introduce only enough to initiate and guide the conversation. This is not a “data dump”. You want to create an opportunity for others to become engaged. Begin the conversation where THEY need to get on, and end when you have said enough.
3. Listen. Put yourself in their shoes. If you do not understand what they are saying or feeling, ask for clarification. Reflect back what you have heard. Demonstrate your intent to understand. Asking for help to get it right is one of the most effective ways to garner enthusiastic support.
4. Learn. Every interaction is your market research. Go into every conversation to increase your understanding. If that is not happening, take the initiative to make it happen. Find ways for every person or group to become your teachers.
5. Inspire. Share your enthusiasm and your vulnerabilities. Express your emotions in your presentations. The word “emotion” comes from the Latin movere, to move. You must move your audiences to action, and emotion is your key.
6. Connect. Provide support materials, tell people how to get in touch with you, and where to find more information. Connect on a continuum from the greatest sensitivity in a one-to-one interaction to the greatest boldness in a one-to-large-group situation.