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The Leadership Advisor
"Helping Leaders Develop Leaders"
November 2007
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Fall Leaves

"Motivation will almost always beat mere talent." ~ Anonymous

"Autumn is a second spring where every leaf is a flower." ~ Albert Camus

"Sometimes it's the smallest decisions that can change your life forever." ~ Keri Russell

"The key to change. . .is to let go of fear." ~ Rosanne Cash

"We do not remember days; we remember moments." ~ Cesare Pavese

Business People
By Phil Eastman

This year has been one of the best years ever for Leadership Advisors Group. We have serviced several new clients, experienced success in our leadership development efforts, helped clients create or refresh strategic plans, and grown our change management practice substantially.

It is in the realm of our change management work that I learned again, as if for the first time, that the world is both large and complex as well as small and simple all at the same time.

Late in 2005, my new friend, Dan Deka, and I were talking about our passion for change management. During the course of the conversation, he introduced me to a research firm, called Prosci which is an international leader in that field. Dan had previously used their methodology and tools and was impressed. He went on to tell me that Prosci's Director of Research and Strategic Planning lived in Boise, even though the company is located in Loveland, Colorado.

After the meeting, I went to their website and was so astounded by their change management methodology that I bought a license to use the methodology and tools for our clients. Some weeks later, I met Tim Creasey, Prosci's Director of Research and Strategy. Since then, we have become professional friends and have had numerous conversations regarding change management and Prosci's application for our clients.

As time passed, Tim convinced me to attend one of Prosci's certification workshops in Colorado. Many of you know that I am not big on certifications and so I was hesitant. Tim insisted, I relented, and attended the 3 day session. It made such an impact on me because of their methodology and the caliber of the course, that I have since recommended it for several of our clients.

That whole string of events launched our association with Prosci and I am very pleased to say eighteen months after our first glimpse of Prosci, we use their methodology and tools exclusively to power our change management practice.

As this year unfolded, we were deeply committed to using the methodology in our client engagements and found it to be most helpful in providing a clear, logical path for managing change. Sometime during the year, Tim shared that Prosci would be undertaking an update to its Best Practices research and I invited two of our clients to contribute their change management experience to that research. This is where the world gets big and small at the same time. Two of our clients submitted their projects to the research along with 424 other organizations in fifty nine countries around the globe.

Our client's contribution, along with a host of others has now been compiled into the 2007 Best Practices in Change Management study just released by Prosci. I am pleased that Leadership Advisors Group is listed as a consultant in that report and although we are overshadowed by much larger firms, I take great pride in our change management work and our association with Prosci as a leader in change management.

This year's study reveals many things about change management. I want to encourage you to log on to www.change-management.com (or click on the above picture) and order a copy of the study for yourself. While you are there, take in some of the free webinars Prosci offers so you too can see for yourself the power of this company's contribution to change management. As a teaser here are the top five greatest contributors to project success found in the most recent study:
  1. Active and visible executive sponsorship (by a 4 to 1 margin)
  2. Structured change management approach
  3. Frequent and open communications around the need for change
  4. Dedicated resources for change management
  5. Employee participation
Prosci Research 2007 Best Practices in Change Management

None of these findings come as a big surprise and yet these very basic success factors are repeatedly overlooked when leaders engage in managing change within their organizations.

"So what?" you might ask. "What does this all mean?" It means that despite the enormity of the changes your organization is experiencing or will experience, there is help available to you in the form of researched best practices methodology and tools. It means that change management should be seen as a tool for the implementation of your organization's strategic initiatives. It means that you have at your disposal the capabilities of Leadership Advisors Group ready to help you meet the challenges of change.

Isn't it marvelous how large and complex and yet so small and simple the world is? Who would have imagined that the capabilities of the world leader in change management research would make a connection in one of the most remote urban areas in the country? It is proof positive that Prosci, Boise, ID and Leadership Advisors Group are on the same map together.

Phil Eastman is the founder and president of Leadership Advisors Group, a Boise-based consulting firm. Phil combines more than 25 years of leadership experience with his passion for consulting, coaching, and teaching to develop leaders, build teams, and improve performance. It is his desire to enhance leadership effectiveness for all of his clientele.

Phil earned a Bachelors of Business Administration degree in Management and Organization from Idaho State University. He is a graduate of the Pacific Coast Banking School at the University of Washington where he is also an instructor. Phil also holds a Master of Arts degree in Theological Studies from Bethel Seminary.
Running the Leadership Model
By Lorene Rasmussen

When I accepted the challenge to run the Marine Corps Marathon, I had no idea what that was going to mean. When this goal was conceived by my business partner, Phil Eastman, on December 18, 2006, we knew the challenge would be as much about the process as the finish line. Our goal was to candidly share how implementing and achieving something of this caliber could be a clear picture of planning, leadership, and change management; the three core competencies of Leadership Advisors Group. It has been nearly a year since I made that decision and during this past year many of you have been my virtual running companions. It feels like an appropriate time to take stock of the year's journey; a lessons learned session of sorts. I would like to invite you to take this retrospective with me.

Lesson 1: This introduced a lot of change into my life! I knew there would be a lot of training but I didn't know that all my Saturday mornings would be taken up. I assumed my hydration intake would go up but I didn't know that it would continue to increase even when I wasn't running. And I hoped that I would lose weight but I didn't know I would lose even when I ate far more calories than my body was use to.

Leading change within an organization is about working with the individuals to help them manage their resistance to change. It's about increasing the probability of a project's success by meeting/exceeding the business objectives as well as keeping projects on schedule. It's about building a change competency into the DNA of your organization so whether the project is big or small; everyone is equipped with the tools to handle change.

Like organizations, I, too regularly faced changes and challenges as I learned how to alter and adapt new ways of eating, running, hydrating, and various other related activities. Although I hadn't minimized the effort required, I had no idea how pervasive the effects of this change would be as they rippled through my time, resources, and relationships.

The ADKAR Model helped me manage my resistance to change and it increased my probability to succeed.
  • Awareness of the need for change
  • Desire to support and participate in the change
  • Knowledge of how to change
  • Ability to implement required skills and behaviors
  • Reinforcement to sustain the change

    • Lesson 2: A good plan was incredibly important! Metaphorically speaking, I became the Leadership Advisors' planning model in running shoes. We started with the Performance Development Model because it had been years since I ran. These are the first five steps I chose to embrace:
  • Competencies Determined - we determined where I wanted to be
  • Competencies Assessed - measured where I was currently
  • Competency Development Planning - outlined what I needed to do in order to get to where I wanted to go
  • Competency Development - engaged resources/knowledge to create the experience
  • Competency Development Assessment - remeasured how far I had progressed

    • From there, we applied the Purpose Driven Performance Model which contains the elements that allowed me to align my values, purpose, vision, mission, strategies, goals and tasks to achieve the desired results.
  • Purpose: Why are we here and what values do we hold?
    "To run the Marine Corps Marathon."
  • Vision: What will we become as a result of our purpose and values?
    "To become the human metaphor for the dynamic models we use within Leadership Advisors Group."
  • Mission: How will we attain our vision?
    "To train wisely for the Marine Corps Marathon and actively compare the models used by Leadership Advisors Group to enhance the running experience."
  • Strategy: Organizational objectives that support our mission.
    "To train safely and to cross the finish line, injury free, and with a smile."
  • Goals: Team objectives that support the strategies.
  • Tasks: Individual objectives that support our goals.

    • Lesson 3: I didn't do this alone! It's no secret that it took a full team of volunteers to get me to the finish line on October 28th, 2007. Many individuals went out of their way on my behalf and in support of this goal, and for that I am very thankful.

    After years of consulting workgroups of all sizes and following the experts in the field of team building, Phil Eastman developed a model that distinctly outlines the elements it takes to make a highly functioning team that experiences collective results. The seven elements are interrelated and include:
  • Clear Mission
  • Shared Trust
  • Successful Conflict
  • Mutual Commitment
  • Reciprocal Accountability
  • Collective Results
  • Intentional Communication

    • Even though I didn't have a formal team like the Hansons/Brooks Team, I was still able to intuitively follow the same model.

    At times I questioned whether I could trust myself to do what needed to be done in order to get to the next level in my training. I know for a fact that many of you trusted me far more than I ever could trust myself but it was because of your trust that I was able to continue "to cross the finish line, injury free, and with a smile." No matter what race I attempted, this simple mantra became my personal cadence.

    When I accepted the challenge to run the Marine Corps Marathon, I had no idea there was a whole world of people out there that would tirelessly encourage me. I didn't know just how many people loved running. I didn't know that you could strike up a casual conversation with the Governor of Idaho, (while standing in line at Starbucks) only to learn he too is an avid runner. And I certainly didn't expect to actually inspire someone else to engage in this behavior; but Phil has made a commitment to participate in the 2008 Race to Robie Creek, which is considered to be "the toughest half-marathon in the Northwest."

    Lesson 4: Change creates a new normal! 26.2 miles is a long way to run. But, this effort took me much farther than that. When I accepted the challenge to run the Marine Corps Marathon, I had no idea that this was going to become a passion that should propel me into a future of being fit, staying healthy, and facing irrational fears. I miss running and as soon as my calf is healed. I'll be back on the roads and trails of Boise. At least some of our vacation time from here on will be spent at one race or another. My conversations will forever be garnished with running metaphors, talk of shoes, gear, and gait.

    Running the Leadership Model is #11 and final article in a series that has been featured throughout 2007 in The Leadership Advisor.

    Lorene Rasmussen is the Partner for Business Operations which guides and supports the daily and strategic operations of Leadership Advisors Group. She combines a unique sense of fun and organization to insure operations run smoothly and that clients receive the highest quality service possible.

    Lorene earned a Bachelors of Business Administration degree in marketing from Boise State University and is a certified Life Coach through Genesis Enterprises in Seattle, Washington.
    Good Story
    "Storytelling is a powerful way to put ideas into the world."

    Everybody loves a good story!

    We are still gathering stories that people can relate to within business, community, government, & families. We want to hear your experiences as an individual or from within your organization that demonatrates the lessons learned positively or negatively:
    • Leadership
    • Teamwork
    • Change Management

    Please submit your stories to Lorene Rasmussen, lorene@leadershipadvisors.com or Phil Eastman, phil@leadershipadvisors.com.

    With your permission, we want to use this collection within our writings, workshops, and speeches, to help illustrate the principles we teach.

    b>We look forward to hearing from you!
    Leadership Advisors Group will help you and your organization succeed by:
    • Developing effective leaders.
    • Creating strategic plans that drive organizational progress and team unity.
    • Delivering change management to achieve strategic results.

    You are receiving this email from Leadership Advisors Group because you are a valued client, have requested information regarding our services, or you are part of a highly respected organization. To ensure that you continue to receive emails from us, please add phil@leadershipadvisors.com to your address book.

    "Autumn, the year's last, loveliest smile." ~ Willikam Cullen Bryant

    Fall Leaves3
    Phil Eastman & Lorene Rasmussen
    Leadership Advisors Group

    phone: (208) 344-0471
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