People through change presentation


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What is your personal response to change at work and how does it fit with our People Through Change model. From Winners to Aliens what type are you and what does it mean?

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People through change presentation

  1. 1. ‘People Through Change’<br />Model<br />Is it time to check your personal change style?<br />
  2. 2. Lets be honest major change at work is never easy!<br />We let you decide how you respond to change at work by asking you to judge which of our 4 change quadrants you are in!<br />If you do try it please contact us, and tell us what you think at – thank you!<br />
  3. 3. We believe that people react differently to change at work and we have determined 4 particular types . Why not work through the slides and see if you can identify which type most closely relates to you! Here they are:<br />Winners : People who actively embrace change and seek to help it happen<br />Followers: People who willingly accept change and go along with it<br />Victims: People who view change as negative and are unhappy about it<br />Aliens: People who are actively adverse to change and seek to block it<br />To explore which type you are and what it may mean to you at work please read on….<br />
  4. 4. Our ‘People Through Change’ Quadrants<br />This is how the types fit together, the following slides provide more detail:<br />
  5. 5. How they are perceived:<br />Engaged Change Agents<br />As being willing Participants in the change process<br />How they tend to feel:<br /><ul><li>Enthused
  6. 6. Energetic
  7. 7. Engaged</li></ul>‘Winners’ at work<br />How they valued:<br /><ul><li>Recognised
  8. 8. Rewarded
  9. 9. Trusted</li></ul>What the future holds:<br /><ul><li>Promotion
  10. 10. Involvement
  11. 11. Greater Challenge</li></ul>What is the impact of poor management on them <br />Not good. These are proactive people and if their contribution is ignored or not recognised they can become Aliens<br />
  12. 12. How they are perceived:<br />Amicable Followers<br />Not fully engaged but willing to follow suit<br />How they tend to feel:<br /><ul><li>Content
  13. 13. Satisfied
  14. 14. Fairly treated</li></ul>‘Followers’ at work<br />How they valued:<br /><ul><li>Some recognition
  15. 15. Seen as team players
  16. 16. Trusted</li></ul>What the future holds:<br /><ul><li>Poor job security
  17. 17. Uncertainty
  18. 18. Low morale</li></ul>What is the impact of poor management on them <br />This group tends to be resilient and can often cope with poor management but in excess they may become Victims<br />
  19. 19. How they tend to feel:<br /><ul><li>Frustrated
  20. 20. Dis-satisfied
  21. 21. Hard done by!</li></ul>How they are perceived:<br />Reluctant Participants<br />Will participate but only after considerable encouragement <br />‘Victims’ at work<br />How they treated:<br /><ul><li>Tend to be overlooked
  22. 22. Not seen as team players</li></ul>What the future holds:<br /><ul><li>poor job security
  23. 23. Good prospects</li></ul>What is the impact of really good management on them <br />It requires proactive and often lengthy intervention but over time and with good management they may become Followers<br />
  24. 24. How they tend to feel:<br /><ul><li>Hostile
  25. 25. Often playfully bad
  26. 26. Seriously let down</li></ul>How they are perceived:<br />Disengaged Detractors<br />Those who actively block change<br />‘Aliens’ at work<br />How they treated:<br /><ul><li>Marginalised
  27. 27. Mistrusted
  28. 28. Devalued</li></ul>What the future holds:<br /><ul><li>Work based disputes
  29. 29. Disciplinary action
  30. 30. Demotion</li></ul>What is the impact of really good management on them <br />It will likely be either they will exit the organisation or, given their proactive nature they may be turned round to become Winners<br />
  31. 31. Thank you for taking time to consider our new model. <br />Please let us know what you think by giving us feedback, or if you wish to know more about New Dimensions and our products please contact us at:<br />Or follow us on-line at:<br />You may also find our other presentations helpful:<br />The Psychological Contract -<br />Managing problem people at work -<br />Working SMARTer not HARDer -<br />