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JLBC Learning Guide



JLBC Learning Guide

Although not everyone may be involved in shaping a change initiative, once the decision is made to move forward, an organization needs every leader to do their part to ensure success.

That success requires good planning and starts with a vision. An organization needs to articulate a vision and purpose people can get behind. A customer-centered goal is a compass that allows employees to continue to navigate toward the ultimate objective, even if the path there takes unexpected turns.

Leaders are responsible for the communication of that desired vision. Keep in mind that just because leaders and managers within an organization understand the need for change doesn’t mean the rest of the organization does too.

People need to be convinced that

the change has value and is worth embracing. Dramatizing the vision of the post-change state and explaining how the change will enable the organization to deliver on its purpose more fully will help.

Give attention to communicating the need for change in a way that connects it to the organization’s purpose, appeals to employees’ motives, makes the change objective clear, and creates accountability.

How to Win Friends and Influence People: Dale Carnegie’s Leadership Principles

As you work with each individual to support them during change, keep in mind these principles.

1. Begin with praise and honest appreciation.

2. Call attention to people’s mistakes indirectly.

3. JLBC Cadets Talk about your own mistakes before criticizing the other person.

4. JLBC Cadets Ask questions instead of giving direct orders.

5. Let the other person save face.

6. JLBC Cadets Praise the slightest improvement and praise every improvement. Be “hearty in your approbation and lavish in your praise.”

7. JLBC Cadets Give the other person a fine reputation to live up to.

8. Use encouragement. Make the fault seem easy to correct.

9. Make the other person happy about doing the thing you suggest.

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