Paul is an award winning inspirational and motivational speaker, trainer and facilitator… and he loves that he get’s to help people create positive changes in their lives.

A 12 year veteran of the King County Sheriff’s Department, Paul spent much of his career working with street gangs. Drawing on his experience he re-channeled his efforts and for the last 13 years has been working to positively impact the lives of people before law enforcement sees them.

In his trainings, programs and keynote addresses, Paul provides the tools people and organizations need to ensure a brilliant and happy future.

He has over 25 years of experience in helping people and organizations better themselves and misses that he doesn’t get to drive as fast as he used to in his police days – but he’s working on that.

Paul has presented to the largest HR conference ever in Singapore, produced an audio CD on Compassionate Leadership and has appeared on Radio Disney and the Today Show.

 

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CHANGE HAPPENS: How To Make It Easier

1. Be transparent

2. Give advanced notice

3. Provide support

4. Include your staff

5. Focus on the big picture

Here are several keys to make the “change process” easier.

1. Be as transparent as you can with information. If you’re hiding something, the fact is, your staff knows it. As long as the information is appropriate to share, let them know. Share with them why its happening and it’s anticipated outcomes. Do put a positive spin on things. When change is happening it’s common for people to be overly sensitive. Now is a time to ameliorate the stress – no need to add fuel to it.

2. If you can, let your team know well in advance. This helps people move through the process easier. If you let them know at the last minute, it can create a sense of shock and disbelief, which creates unneeded friction and stress.

3. One thing we all know, you can’t just say, “Okay everyone, buck up, deal with change better. Deal with it!” People need support to work through things. Provide some training. Talk about what reactions to change are and increase your staff’s awareness of behavior that may not be helpful. Provide them with tools to make better choices – they truly are the ones responsible for how they react.

4. Include them in the process, even if that means just listening to them. You’ll be surprised how effective this piece is, and you’ll probably learn something. You’ll also decrease resistance because they are speaking up and having a part in the process. Having said that, just because they make suggestions, know that you don’t have to take them. Often, just having an idea heard is the important thing.

5. Keep them focused on the big picture. If you allow your staff to focus on the problem, it will only get bigger and snowball. The idea here is to help them put things in perspective. Problems happen anytime you bring people together – it’s normal. Change happens. It just does.

Help them remember why they do what they do. Connect them with fun things, the joy of their work, or what is working. Help them rediscover the 95 % of the things that are working and know that this too shall pass.

Remember, change is normal and reactions to it that aren’t “The best” are not out of the ordinary. Focus on the big picture even with your staff, keep your eye on where you’re going and remember that these challenges are merely bumps.