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The Stress of Organizational Change - Change Management
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The Stress of Organizational Change - Change Management

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The Stress of Organizational Change - A Survival Guide.

The Stress of Organizational Change - A Survival Guide.

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  • Explained in very simple language, it makes it a lot easier understand and discuss. Very thought provoking. Thanks for sharing.
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  • First of all, what is Organizational Change and what do we need to know about it?We can define Organizational Change as any alternations in the people, structure, or technology of an organization.
  • Today’s business environment produces change in the workplace more suddenly and frequently than ever before. Mergers, acquisitions, new technology, and restructuring are all factors that contribute to a growing climate of uncertainty. Jobs, health, even marriages can be placed at risk, jeopardizing productivity and profitability. People have deep attachments to their organization, work group, and way of working. The ability to adapt to changing work conditions is key for individual and organizational survival.
  • Hand Out or Refer to the Reacting to Change exercise worksheet. Give the participant 5 – 10 minutes to complete the worksheet. Do not have them share their answers…this is only for personal reflection and for them to refer to as we continue with the presentation.
  • Now that you have taken time to think about your reactions to Change….let’s discuss the Top Ten basic mistakes we make in how we react to change.
  • We know that change commonly causes stress. So it makes sense that whoever is causing the changesLet’s say that you believe that the change is not necessary…or that somebody made the wrong decision. You think there is a better way of handling the situation. With that in mind…you feel that somebody else caused
  • Don’t count on anybody else coming along to relieve your stress. There’s a good chance you’re the only one in your work situation who will, or even can, do much to lighten your psychological load.
  • For this exercise to help…you must be very honest with yourself. Don’t just circle what you think the “right” answers should be…circle your reactions.
  • If we continue to focus on the “way things are” and if we are slow to explore how things can and must change…the process of change does not move forward.
  • This phase will pass more quickly if people are able to express their grievances. Anger and frustration are normal feelings at times like this. People discover they have the same reactions co-workers do, so they are not alone in their distress.
  • Gradually, acceptance of the inevitable change comes about. This is the time for individuals in the organization to re-group.
  • The rebuilding in this phase strengthens the awareness of personal competency and belonging. Allegiance to the workplace is restored.
  • Hand out How can I become a change agent worksheet…

Transcript

  • 1. The Stress of Organizational ChangeAdapted from the book The Stress of Organizational Change byPrice Pritchett & Ron Pound.
  • 2. Organizational CHANGE Any alterations in the people, structure, or technology of an organization.
  • 3. Organizational CHANGE Any alterations in the people, structure, or technology of an organization. people…changes in attitudes, expectations, perceptions, and behaviors
  • 4. Organizational CHANGE Any alterations in the people, structure, or technology of an organization. structure …changes in job responsibilities, departments,management structure, organizational design
  • 5. Organizational CHANGE Any alterations in the people, structure, or technology of an organization. technology …changes in workprocesses, equipment,methods, and software
  • 6. Organizational CHANGEWhat we need to know about organizational change. …more SUDDEN and FREQUENT …many contributing FACTORS …ability to ADAPT is KEY
  • 7. Characteristics of CHANGEIs constant, yet varies in degree anddirection.Produces uncertainty yet is notcompletely unpredictable.Creates bothTHREATS andOPPORTUNITIES.
  • 8. Reacting to CHANGE What actions will I need to take during the change? How will change affect my team? How do I feel about change? How do I respond to change?How will change affect me?
  • 9. 10 basic mistakes wemake in how we react toCHANGE
  • 10. basic mistake #1Expect Somebody Else to Reduce Your Stress
  • 11. suggestion... Put yourself in charge of managing the pressure.
  • 12. basic mistake #2 Decide Not to Change
  • 13. suggestion... Rather than banging your head against the wall, invest your energy in making quick adjustments.YOUR own decisions may do moreto determine your stress level thananything the organization decides to do.
  • 14. basic mistake #3 Act Like a Victim
  • 15. suggestion... Accept fate, and move on. Acting like a victim threatensyour future. You’re better off if you appear resilient and remain productive.
  • 16. basic mistake #4Try to Play a New Game by the Old Rules
  • 17. suggestion... Figure out how the game has changed, how priorities have been reordered. Decide which aspects of your job you should focus on to leverage up your effectiveness the most.
  • 18. basic mistake #5 Try to Control the Uncontrollable
  • 19. suggestion... Ask yourself if the struggle makes sense.Are you really in a position to control thesituation, or will you just get emotionallytired trying?
  • 20. basic mistake #6 Be Afraid… …of the Future
  • 21. suggestion...Instead of worrying about bad things that might happen, get busy trying to create the kind of future you want. The best insurance policy for tomorrow is to make the most productive use of today.
  • 22. basic mistake #7 Pick the Wrong Battles
  • 23. suggestion... Pick battles BIG enough to matter… …small enough to win.
  • 24. basic mistake #8PsychologicallyUnplugFromYour Job
  • 25. suggestion... Fall in love with your job, and keep the romance alive.Don’t let the stress of change drive a wedgebetween you and your work. High jobcommitment is a gift you should give yourself.
  • 26. basic mistake #9 Avoid New Assignments
  • 27. suggestion...S t r e t c h y o u r s e l f today so you’llbe in better shape tomorrow. Reach for new assignments that broaden your experience base.
  • 28. basic mistake #10 Try to Eliminate Uncertainty and Instability
  • 29. suggestion... Develop a greater tolerance for constant changes in the game plan. Allow a little more confusion in your life.Be willing to feel your way along
  • 30. OK…so what else doesit take to be skilled atadapting to change? Experts in analyzing what it takes to overcome obstacles that may be associated with change acknowledge personality traits determine “how” one reacts to change.
  • 31. People who navigate changeSUCCESSFULLY… • are aware of what’s going on in the immediate surroundings • anticipate change before it happens • have a plan to take advantage of new situations and opportunities • don’t put their head in the sand and pretend change won’t happen or affect them
  • 32. People who navigate changeSUCCESSFULLY… • approach change with a “can do” attitude…actively trying to lessen obstacles thrown at them from others (or the organization) • look for positive solutions and/or outcomes • never give up before pro-actively trying to manage the situation • believe that change is not always a bad thing
  • 33. Some people HANDLE change better than others because they use certain key skills.…and they can be learned.
  • 34. Have a strong sense of purposeand meaning in what you do. Re-create that COMMITMENT in making successful transitions to new assignments.C OMMITMEN T
  • 35. Look for what YOU can control in your work, andaccept those aspects which are beyond your control. C ONTRO L
  • 36. See change as an OPPORTUNITYto learn new skills and not as something to fear or avoid.C HALLENG E
  • 37. Value your friendships with people, respect your co-workers, and have a commonbond and purpose with those around you.C ONNECTIO N
  • 38. So how doYOU react toCHANGE?
  • 39. Reaction-to-Change Inventory Fun Transition Vary Death Stress Deteriorate Modify Different Opportunity Better Uncertainty Upheaval Grow Rebirth Disruption Replace Learn Adjust New Revise Challenging Fear Improve Transfer Alter Concern Exciting Anxiety Chance Ambiguity
  • 40. Reaction-to-Change Inventory Fun +10 Transition Vary Death -10 Stress -10 Deteriorate -10 Modify Different Opportunity +10 Better +10 Uncertainty -10 Upheaval -10 Grow +10 Rebirth +10 Disruption -10 Replace Learn +10 Adjust New +10 Revise Challenging +10 Fear -10 Improve +10 Transfer Alter Concern -10 Exciting +10 Anxiety -10 Chance Ambiguity -10
  • 41. Reaction-to-Change Inventory How do YOU measure up? • 40 or Above – Strong Supporter • 20 to 30 – Moderate Supporter • -10 to 10 – Willing to Comply • -20 to -30 – Moderate Resistance • -40 or below – Strong Resistance
  • 42. What if you just don’t have anatural personality for change. WHAT do you do then?
  • 43. Handling your REACTION• Accept that your feelings are the natural result of being in an uncomfortable situation• Tell yourself the truth – Allow yourself to be upset, worried or sad.• Get as much information as you can about how or if your situation will change.• Give yourself time to deal with it.• Take the time to grieve the losses that change brings.• Be flexible and go with the flow.
  • 44. Find the GOOD in the change. Sometimes you have to look very hard to find the blessing in changes, but there always is one.It’s through change that we growwiser and stronger and learn tomake better decisions.
  • 45. Know that it will END. All change comes to an end when the new circumstances are in place and become familiar to you. Every change, no matter how big, will end and you will return to a feeling of normality.
  • 46. The four phases of CHANGEIn fact, similar to the experience ofgrief and loss, the CHANGE processhas at least four phases…
  • 47. DENIALDenial is harmful because it slows down the naturalprocess of moving forward.People continue to work as usual… as if nothing has changed
  • 48. RESISTANCE Once the denial phase has passed, resistance to change sets in.People focus on the impactchange will have on themPERSONALLY.
  • 49. ACCEPTANCE During this phase people begin to focus their attention on the FUTURE.This phase can create a renewed sense ofCONNECTEDNESS among co-workers.
  • 50. COMMITMENTFinally, workgroups are ready to commit to a work plan, changes in leadership is accepted and job responsibilities are defined The mission of the organization is outlined and action plans make thing happen.
  • 51. THECHALLENGE Most people remain victims of the change they dread instead of becomingvehicles of the change they desire.
  • 52. The following are some ways to help approach CHANGE with a positive attitude:Keep an Open MindDo not assume that the results of change willbe negative. Change may be the best thing thatever happened to you.
  • 53. The following are some ways to help approach CHANGE with a positive attitude:Be FlexibleBe ready to let go of the old and try the new.Talking with colleagues can help calm the stressand foster a supportive environment.
  • 54. The following are some ways to help approach CHANGE with a positive attitude:Be Supportive of ColleaguesIt is important that people recognize eachother’s contributions on a regular basis andshow appreciation for one another.
  • 55. The following are some ways to help approach CHANGE with a positive attitude:Take an Active RoleLearn new skills, offer suggestions, set goalsfor yourself.
  • 56. The following are some ways to help approach CHANGE with a positive attitude:Give Change a ChanceBe patient; change takes time.
  • 57. The following are some ways to help approach CHANGE with a positive attitude:Ignore RumorsInstead, focus on gathering as many facts asyou can about change. Talk with yoursupervisor when you have questions.
  • 58. The following are some ways to help approach CHANGE with a positive attitude:Pay Attention to YourselfIt is important to learn to manage stress.People who feel good mentally and physicallyare better able to handle change.
  • 59. What will your actionsCOMMUNICATE… and how can you help?