leadership

1. Create Urgency - Compelling reasons, threats/opportunities
2. Build Guiding Coalition - Influential cross-functional team
3. Form Strategic Vision - Clear future state and strategy
4. Communicate Vision - Repeat across channels, model behaviors
5. Enable Action - Remove barriers, encourage risk-taking
6. Generate Short-term Wins - Plan victories, build momentum
7. Sustain Acceleration - Hire change agents, new projects
8. Institute Change - Anchor in culture, ensure continuity

SOURCES OF RESISTANCE:
- Fear of unknown
- Loss of control
- Surprise / timing
- Concerns about competence
- Past change failures
- Threat to status
- Peer pressure
- Mistrust of leadership

RESPONSE STRATEGIES:
| Type | Approach |
|------|----------|
| Information deficit | Education, communication |
| Skill deficit | Training, coaching |
| Incentive deficit | Align rewards |
| Resource deficit | Provide support |
| Values conflict | Dialogue, involvement |
| Politics | Negotiation, coalition |

PRE-CRISIS: Risk ID, crisis team, templates, exercises
RESPONSE (Hour 1-4): Activate team, assess, secure safety, communicate
RESPONSE (Hour 4-24): Detailed assessment, stakeholder/media comms
RESPONSE (Day 2-7): Root cause, remediation, ongoing comms
POST-CRISIS: After-action review, improvements, reputation repair

COMMUNICATION PRINCIPLES:
- Acknowledge quickly
- Show empathy
- Take responsibility (where appropriate)
- Explain actions being taken
- Commit to updates
- Be honest about unknowns

STAKEHOLDER PRIORITIES:
1. Affected individuals (safety)
2. Employees
3. Regulators
4. Media
5. Investors
6. Customers
7. Partners
8. General public

MESSAGE FRAMEWORK:
1. What happened (facts known)
2. What we're doing (actions)
3. What it means for stakeholders
4. What to expect next

STAKEHOLDER MAPPING:

         Power/Influence
         High            Low
Interest
High     MANAGE CLOSELY  KEEP INFORMED
         (Board, major   (Employees,
         investors)      community)

Low      KEEP SATISFIED  MONITOR
         (Regulators,    (Low priority
         lenders)        groups)

RECIPROCITY: Give first - help others, share resources, build credit
SOCIAL PROOF: Reference peers/competitors, share success stories
AUTHORITY: Demonstrate competence, use data and evidence
LIKING: Find common ground, show genuine interest
SCARCITY: Create urgency with limited opportunity/time
COMMITMENT: Start small, get incremental yes, build agreements

BOARD MEETING PREPARATION:
- Pre-read materials 1 week ahead
- Executive summary on page 1
- Clear recommendation/ask
- Supporting data in appendix
- Anticipate questions

BOARD PRESENTATION STRUCTURE:
1. Context (2 min)
2. Key issue/opportunity (3 min)
3. Options considered (5 min)
4. Recommendation (3 min)
5. Discussion (remaining time)

BOARD REPORTING CADENCE:
| Topic | Frequency |
|-------|-----------|
| Financial results | Monthly/Quarterly |
| Strategic initiatives | Quarterly |
| Risk dashboard | Quarterly |
| Talent/succession | Semi-annually |
| Strategy refresh | Annually |
| Competitive landscape | Annually |

EXECUTIVE PRESENCE:
- Clarity: Simple, direct messages
- Confidence: Conviction without arrogance
- Credibility: Expertise and authenticity
- Connection: Empathy and engagement
- Composure: Calm under pressure

MESSAGE DEVELOPMENT:
What? → So what? → Now what?
(Facts)  (Impact)  (Action)

STRUCTURE:
1. Opening (5 min)
   - Connect personally
   - Set context and agenda

2. Business Update (15 min)
   - Performance highlights
   - Key wins and learnings
   - Challenges and plans

3. Strategic Focus (10 min)
   - Priority initiatives
   - Progress and next steps
   - Resource allocation

4. Recognition (5 min)
   - Celebrate successes
   - Acknowledge teams

5. Q&A (20 min)
   - Prepared questions
   - Open forum
   - Honest responses

6. Close (5 min)
   - Summarize key points
   - Call to action
   - Express appreciation

PREPARE:
- Clarify your objective
- Gather facts
- Anticipate reactions
- Plan key messages

CONDUCT:
1. State purpose directly
2. Share facts, not judgments
3. Listen for understanding
4. Acknowledge emotions
5. Explore solutions together
6. Agree on next steps

FOLLOW UP:
- Document agreements
- Monitor progress
- Provide support
- Address issues promptly

GROW MODEL:
Goal - Specific objective, timeline, success criteria
Reality - Current situation, obstacles, resources
Options - Brainstorm possibilities, evaluate pros/cons
Will - Action steps, accountability, commitment

1. DEFINE - Specific language, observable behaviors
2. COMMUNICATE - Stories, visual reinforcement, leader modeling
3. INTEGRATE - Hiring, performance, recognition, decisions
4. HOLD ACCOUNTABLE - Consequences for violations, celebrate exemplars