“We are moving from a world of problems which demand speed, analysis and elimination of uncertainty … to a world of dilemmas, which demand patience, sense-making, and an engagement with uncertainty.” Bob Johansen Leaders Make the Future
THE IMPACT OF CHANGE ON PUBLIC HEALTH 1. Write down 5 words that you associate with CHANGE? 2. What are the major changes you are facing or dealing with in your District/County? 3. What impact are these changes having on your employees/you?
Reaction-to-Change InventoryCircle the words below that you most frequently associate with change: Adjust Different Opportunity Alter Disruption Rebirth Ambiguity Exciting Replace Anxiety Fear Revise Better Fun Stress Challenging Grow Transfer Chance Improve Transition Concern Learn Uncertainty Death Modify Upheaval Deteriorate New Vary
Reaction-to-Change InventoryCircle the words below that you most frequently associate with change: Adjust 0 Different 0 Opportunity +10 Alter 0 Disruption-10 Rebirth +10 Ambiguity-10 Exciting +10 Replace 0 Anxiety -10 Fear -10 Revise 0 Better +10 Fun + 10 Stress -10 Challenging+10 Grow +10Transfer 0 Chance 0 Improve +10 Transition 0 Concern -10 Learn + 10 Uncertainty -10 Death - 10 Modify 0 Upheaval -10 Deteriorate-10 New + 10 Vary 0
SCALE Score of 40 and above - Strong support for change Between 20 and 30 - Moderate support for change Between -10 and 10 - Willingness to comply with change Between -20 and -30 - Moderate resistance to change -40 and below - Strong resistance to change
Some thoughts about CHANGE… People will always resist change Empathy is the key to managing change If a manager needs to make a radical change in the department, he/she should do all that is necessary to implement the change, then “sell” it to the employees. Unpopular change should be introduced slowly When employees participate in determining and planning the change, they are more likely to ensure its success.
Three Phases of Change Current State Transition State Future State
Current State Employees generally prefer the current state Current State Transition State Future State
Future State The future state is unknown to the employee. Current State Transition State Future State
Transition State The transition state creates stress and anxiety Current State Transition State Future State
Stages of Change
3 CONCERNS ABOUT CHANGE
Degree of change Prof. Plans The history of change in the org. Family situation Why is this change needed and what is the risk of NOT changing?? When faced with change, 3 groups emerge…
Best Practices Approach to Reinforcing Change Preferred senders Health Director/PH Leader Immediate supervisor Best Practices: Repeat messages 5 to 7 times Use face-to-face Answer WIIFM Utilize question and answer format Understand their interpretation
Inventing solutions to help embrace uncertainty in Public Health…
Two Leaders, Two Perspectives General George B. McClellan General Ulysses S. Grant
Leading Public Health into the Future Communicator Advocate Coach Liaison/ Resistance Manager
Whether they trust the sender What they have heard from others How satisfied they are with work Experience with other changes at work Factors Influencing Employee’s Perspective on Change Communication Managing Resistance Coaching Advocacy
Starting with the end in mind…
TRUST is the key to Change Management TRUST IS THE #1 COMPETENCY NEEDED OF LEADERSHIP TODAY Trust is a leader’s greatest ally Trust is POWER “WIN-WIN” High Trust drives engagement Trust is also like beauty… Engaging Uncertainty
Creating a Culture of Engagement: Opportunity – TELL ME ABOUT POTENTIAL. Inclusion – COMMUNICATE WITH ME. Validation – I MATTER HERE. Personal Accountability – I KNOW WHAT I AM RESPONSIBLE FOR AND HAVE GOALS. Community – SUCCESS IS THE WHOLE ORGANIZATION Trust - “MAKE, KEEP, REPEAT”
Growing the human side of change…. Self- Development Thinking outside the box TRUST ENGAGEMENT
The ADKAR model The ADKAR model helps to deal with the people dimension of change Awareness of surroundings and self. The need to have control over our life. A quest for growth and knowledge. A hope to make a meaningful contribution. The need to be recognized and appreciated.
Refute their resistance Change the Change Ignore resistance FEEDBACK Resistance Use it to return to purpose awareness about change Punish resistors
Why are these channels Why are these channels critical for change management? critical for change Mapping ADKAR to Change Management Tools Communications Buy In Roadmap Training Readiness of Implementation Supervisory Coaching
Mapping ADKAR…. Communications Awareness Awareness These channels enable a leader to facilitate the department/district/employees through phases of ADKAR. Buy-in Roadmap Desire Desire Training Knowledge Knowledge Readiness Mgmt Ability Ability Reinforcement Reinforcement Supervisory Coaching
A parent attempting to improve the batting style and skill of his son. Bought a batting video. Dad got his son to watch half of the video. The boy never touched it again. Exercise: The change…
Is there awareness and desire??
There is nothing so stable as change. Bob Dylan
“Leadership without mutual trust is a contradiction in terms”
“A good employee will always remain a good employee.” “Low morale = disengagement” Disengagement can be addressed with some training and teambuilding. Some Myths about Disengagement
Driving the Culture and Creating the Conditions...
Does Eddy Trust Tanya?
Remember: High Trust won’t rescue you in lousy strategy, but Low Trust can derail even the best one….
Public Health Leaders: Engaging Uncertainty in the 21st century
No more training do you require. Already know you, that which you need. No. Not yet. One thing remains. CHANGE. You must confront CHANGE. Then, only then, a Public Health Jedi will you be. And confront CHANGE you will. Then I am a Public Health Jedi.
Let’s revisit our objectives:
THANK YOU!! Nicholle Harrison nmlavallee@dhr. state.ga.us District 1-1