Today we meet Dr. Lynn Kelley, an esteemed professional whose illustrious career spans leadership roles in engineering, supply chain management, and continuous improvement across diverse global industries. Notably, she retired as the Senior Vice President of Supply Chain and Continuous Improvement at Union Pacific Railroad, and now serves as a Senior Advisor to BBH Capital Partners, guiding their investment endeavours.

Prior to her tenure at Union Pacific, Lynn held influential positions, including Vice President of Operational Excellence at Textron, where she earned a seat at the executive leadership table. Additionally, she was the visionary force behind Union Pacific's innovation program, driving transformative thinking within the organization.

Lynn's academic brilliance shines through her teaching experience in undergraduate and graduate statistics courses, bolstered by her PhD in evaluation and research. Before venturing into academia, she excelled in executive roles, such as the Executive Vice President and Chief Operating Officer of Doctors Hospital in Detroit.

Throughout her extraordinary career, Lynn has been a masterful guide in Change Management initiatives. But beyond her executive accomplishments, Lynn captivates audiences as a seasoned keynote speaker and esteemed author. Her latest book, "Change Questions," was co-authored with John Shook. In this episode, we have the privilege of hearing all about this game-changing book, accompanied by a downloadable Digital Workbook that empowers readers to embark on transformative Change Management activities.

With her wealth of experience and innovative strategies, Dr. Lynn Kelley continues to inspire and empower individuals and organizations alike, solidifying her position as an influential figure in the world of Change Management. This episode promises to provide deep insights into Lynn's remarkable journey and her ground-breaking book, "Change Questions."

Key Takeaways:

1. Research varies but it’s a safe bet that the probability of the implementation of change being a success is 30-40%. The entire purpose of the change questions book is about increasing that probability. 

2. The Change Questions book aims to increase the probability of successful change implementation based on a Union Pacific case study. It offers 11 flexible questions to consider before implementing change, with the goal of achieving sustained success defined as 6 consecutive months of meeting or surpassing the point of implementation within a 12-month period.

3. The book encourages a fluid approach, allowing readers to choose relevant ideas and take ownership of the change process. To support implementation, a digital workbook is available for free on www.changequestions.net, providing additional information.

4. Lynn emphasised the value of learning from failure. Planning for failure with mitigating actions and encouraging adapting and overcoming challenges to make progress is worth its weight in gold. Data-driven decision-making and a focus on language that fosters ownership are highlighted throughout Lynn’s words today. 

5. Language use is so powerful. Process owners are replaced by ‘Sustainers’ who are mentored and coached during implementation. As change continues to post-implementation, mentors’ step back, and project closure becomes ‘Project Transition’. If issues arise, mentors return to offer support. 

6. The Change Questions book target audience includes board members, CEOs, change agents, individuals involved in change initiatives, and students. The approach blends elements of the change curve, emphasizing the importance of engaging middle-of-the-road or neutral groups to ensure success.

7. The selection of pilot sites is based on change agents rather than location, ensuring ample support and publicity for successful transitions. Lynn’s example involves seeking volunteers through a call to arms, empowering individuals to make their own choices. Rather than change being imposed upon them. 

8. Change is acknowledged to take time to embed, and continuous improvement initiatives may require patience, but the rewards are well worth the effort. The book advocates a long-term perspective, emphasizing the correlation between continuous improvement and performance.

Learn more about Dr. Lynn Kelley via her LinkedIn profile at https://www.linkedin.com/in/lynnkelleychange/

You can order a copy of 'Change Questions' on Amazon https://www.amazon.co.uk/Change-Questions-Playbook-Effective-Organizational/dp/098908129X/ref=tmm_pap_swatch_0?_encoding=UTF8&qid=1707319996&sr=8-1&_encoding=UTF8&tag=eversolean-21&linkCode=ur2&linkId=dd4c249eeb4d45b542b1c997550287b7&camp=1634&creative=6738

Or download the accompanying 'Digital Workbook' at https://www.changequestions.net/

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