Leading-Change Model

1. Leading Change
Presenter: Stephanie Flanagan
slm114@psu.edu
2015

2. Discussion Takeaways
• Understand the connection between change and
transition—and why it matters!
• Identify self-management strategies to successfully
move through the change and transition process
• Identify ways to support others (including colleagues
and customers) to help them successfully move
through the change and transition process
• Exhibit a proactive approach to leading change

3. 3
Change- Where are You?
“Change?
Oh no, not again!”
“Change? Sounds like
fun! I’m ready, willing
and able!”
https://www.youtube.com/watch?t=186&v=__IlYNMdV9E

4. Definition
“It isn’t the changes that do you in, it’s the transitions.
Change is not the same as transition. Change is
situational: the new site, the new boss, the new team
roles, and the new policy. Transition is the psychological
process people go through to come to terms with the
new situation. Change is external; transition is internal.”
--William Bridges
Managing Transitions: Managing the Most of Change

6. Two Types of Change
• Initiated
• Inherited

7. Three phases of transition
From Managing Transitions: Managing the Most of Change

8. Three Phases of Transition
The Neutral Zone
Denial
Anxiety
Shock
Confusion
Resignation
Anger
Fear
Trusting
Excitement
Impatience
Acceptance
Realization of Loss
Frustration Creativity
Approach-Avoidance
High Stress Confusion
Conflict
Undirected Energy Guilt
Ending New
Beginnings
Relief/Anxiety
Hopeful/Skeptical
Enthusiasm

9. Four Stages of Self-Management
1. Identify the phase you are in.
2. Focus on opportunities.
3. Ask questions.
4. Employ strategies.

11. How to Help Yourself and Others During Transition
• Letting Go (Endings)
• Identify who’s losing what
• Don’t be surprised by overreaction
• Acknowledge the losses openly and
sympathetically
• Expect and accept signs of grieving
• Give people information, and do it again &
again
• Show how endings ensure the continuity of
what really matters

12. How to Help Yourself and Others During Transition
• Neutral (somewhere between what was and will be)
• Make the most out of the situation
• Try to limit other unrelated/unexpected changes
• Encourage innovation/ experimentation
• Offer training and information sessions
• Help individuals be OK with the ambiguity and
uncertainty– welcome dissent and other ways of
thinking

13. How to Help Yourself and Others During Transition
• New Beginnings
• Be consistent in your messages and your actions
• Ensure quick successes: Reassure the believers,
convince the doubters, and confound the critics
• Symbolize the new identity
• Celebrate the success

14. 14
Dealing with Ambiguity
• Accept uncertainty- it is the new reality
• Ask for information
• Contribute
• Talk with others
• Search for land mines
• Minimize surprises; find out what is expected of you
• Keep learning so you can adapt
• Help build a trusting environment

15. 15
Overcoming Resistance to Change:
Isn’t It Obvious?
http://www.youtube.com/watch?v=wU3bTkqHoXc&feature=related
Change
(+) (-)
No Change
(+) (-)
Demonstrate gains Eliminate pains
Reduce comfort
with status quo
Emphasize current
issues with status quo
Source: Eliyahu Goldratt

16. Dewitt’s Advice
•Realize that change
is possibility.
• Learn to live with
uncertainty, yet
act with
confidence.
• Challenge the order
in your life.

18. Personal Choices

19. A Simple Change Manifesto
• Stop being afraid
• Drop old habits
• Roll with the punches

21. 21
Action Planning
As a result of today’s conversation, how will
you help yourself and others create positive
and lasting change within your work and
your life?