Change Management

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This presentation is from a live webinar hosted on June 19, 2012 by SEDA and Grow Our Region.

Brenda Mishak Beckman discusses change management strategies to build better relationships and better organizations.

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Change Management

  1. 1. WelcomeChange Management
  2. 2. AgendaDashboardSpeakersQ&AFollow-Up
  3. 3. Brenda Mishak BeckmanFacilitator and Strategic PlanningConsultantwith Morris Interactive
  4. 4. What is Change? Everyday we see change in nature as dayChange is a natural becomes night and part of life night becomes day Every year we see change as one season turns into another As we age our lives change all the time
  5. 5. Change Is Normal and Necessary Change is an essential element of the world and it must be acceptedChange is also an opportunity for self- motivation and innovation
  6. 6. Our Reactions To Change Adapting to change is about accepting our grief over what we are letting go of Change affects everyone differently; there is no “normal”Page 3
  7. 7. Remembering ChangeThink of a change you have experienced• Did you feel threatened, confused or angry at the time?• Did it open up new insights, opportunities, and/or possibilities?• Did you have moments of anticipation and energy?Success stories are important:• Do you have a success story to share?• What did you do to help yourself through it?• What did those around you do to help you?• Is there anything you wish people would have done that they did not do?
  8. 8. The Power of ChangeWHY WE RESIST CHANGE
  9. 9. The Human Reaction to Change
  10. 10. Resistance to ChangeWhy do people resist change?What do people resist some changes and not others?What might they perceive they will be losing?What might they gain?
  11. 11. The Rollercoaster of Change Acceptance Shock Adjustment Depression
  12. 12. Actually Change Is Not The Problem Change is situational New site, new team roles, new policy Transition is the psychological process people go through to come to terms with the new situationBasically change is external while transition is internal
  13. 13. The Power of ChangeTRANSITION: THE WAY TO PREPAREFOR CHANGE
  14. 14. TransitionUnless transition occurs change will not workChange is about the outcomeTransition in not about the outcomeTransition is about the ending that you will have to maketo leave the old situation behind
  15. 15. TransitionOccurs even in the “good” changesInvolves letting go of the old realityTo transition we must understand what it is we areletting go ofIn other words transition starts with an ending
  16. 16. The Truth About TransitionChange + Human Beings = Transition To come through it successfully youTransition cannot Transition can be must manage be avoided managed each stage of transition
  17. 17. The Transition CycleThere are three stages involved in any transition:1. An ending stage – We let go of something stable, known, and dependable2. A middle neutral zone – We are forced to hang in mid-air, without orientation to the past or the future3. A beginnings stage – We plunge headlong into a new way and a new future
  18. 18. Stage 1: Letting GoTo properly transition you must understand what you are letting go of This can include giving up: Groups or Ease ofFeelings of Habits and teams you getting Networks Etc.confidence routines are apart things of done
  19. 19. Stage #2: The Neutral Zone Understanding what comes after letting go The space between the old reality and the new one The time when the old way is gone and the new way does not feel good yetPage 13
  20. 20. What is The Neutral ZoneIt is like winter when the old growth returns to the soil awaiting the rebirth of spring Like winter: It is when the old habits are no It is both a dangerous and longer applicable to the new opportune place process and the new ones have not been formed yet
  21. 21. Understanding the Neutral Zone• You cannot rush through this or escape the zone – Escaping prematurely will block the change and result in a loss of opportunity – If you try to avoid this phase you will stop the transition• The neutral zone is a time for creativity, renewal and development• Confusion is normal and is not a sign that something is wrong with you or the change
  22. 22. Normalize the Neutral Zone• The neutral zone is not a meaningless place. – It is a time people figure out how things will get done in the future – A time filled with creativity where everyone’s input is needed and valid – A time of group bonding and brainstorming• If time is given for this phase and people are encouraged to input ideas then the transition will be smooth
  23. 23. Stage 3: The New Beginning• The end of the neutral zone is a new beginning• The new beginning only happens if people have transitioned by: – Letting go – Reflecting and brainstorming in the neutral zone
  24. 24. The New Way This is the new People may reality and ifThis may seem have flash people embrace it they will feel thelike a dream at backs to the same first way things confidence, relaxa were before tion and joy they did before
  25. 25. The Power of ChangeHOW TO COPE AND MOVETHROUGH CHANGE
  26. 26. The TransitionIdentify whatyou are losing Identify what those around you are losing
  27. 27. Identify What is Actually Changing Yourself• What are you looking at in the big picture?• How does this affect your everyday reality? – Do not generalize • i.e. “I’ll be busier” – Be specific • i.e. “I will not have time to get all my work done by 3 o’clock when I go home”
  28. 28. Ask Specific Questions Be specific for each category below and describe exactly what will be different: What are the What are the In each case further What is secondary above who changes theactually going changes that will have to secondary to change? this change let go of changes will will cause? what? cause?
  29. 29. Decide on What is Really Over For YouWhat are you going to have to let go of?• What is over for you?• What are you going to lose in the transition?It may be difficult to see clearly and describe thisaccuratelyYou are likely to react with denial
  30. 30. Transition Losses Losses are internalfeelings, views, understandings, assumptions and self- images Remember change is external What you lose is actually part of yourself
  31. 31. List Possible Transition LossesExamples of transition losses include:• A dream that has motivated you in your life and career• An understanding about your relationship with your organization• A belief you had about the value you and your job bring to the organization• Faith you have in yourself, your competency, your honesty and your ability to influence outcomes
  32. 32. The Pain of Loss Loss hurts so the best clue is pain What hurts most is the current changeSpend time letting yourself experience these feelings
  33. 33. The Grieving Process• You need to grieve for the change that is occurring – Signs of grieving can involve anger, sadness, fear, depression, confusion etc.• This is a natural sequence of emotions people go through when they lose something that matters to them• You must expect and accept these emotions as part of the process
  34. 34. Distinguish Between Current Losses and Old Wounds• Sometimes a current issue triggers past issues to arise: – When this happens there is more tension – Your past may make you more vulnerable to the current issue• Having knowledge of this can help you to let go of negative emotions by helping you to understand: – Which emotions are related to past events – Which emotions are a result of the current change
  35. 35. Identify What is Not Changing• Not everything is changing! – A lot of your work and your life will remain the same• Only a piece of your life is coming to an end – Make a list of the things that are not changing – List the things you have lost track of, things like old interests, relationships & recreational activities – Think of how to restore and protect these parts of your life – What can you do to reinforce these things?
  36. 36. Change Can Bring InsightSometimes you • Maybe you need to rethink how you realize things spend your timehave not been • You may need to get in touch within balance and someone again you need to • You may need to return to a group spend more you have lost touch with times in other • You may need to do things to take better care of yourself areas of your • Etc. life
  37. 37. Recognize the Symptoms of the Neutral ZoneThe neutral zone is a confusing place where:• You may feel empty, dead, flat etc.• You may have fantasies of quitting• You may feel hopeful one day and sad the nextYou must keep going forward• You must keep doing the necessary things at home and workRemember what you are feeling is normal and there isnothing wrong with you
  38. 38. Be Creative in the Neutral Zone• The neutral zone is a time to examine your life – Consider possibilities you would not normally consider – Look for new ways of doing things and new friendships or networks – Create a list of possibilities for your life – Experiment a little every day to do things differently • i.e. take a different route to work, have lunch in a new way, move your desk, plan your weekend differently etc.• Making small movements is a way to feel empowered in the neutral zone
  39. 39. The Four Rules to Face Change1. Show up – Get through the fear and just show up for event or the change2. Be present – Bring all your energies to the table – Do not just put in your time3. Tell the truth – Avoid saying what you think you should say – Tell the truth4. Let go of outcomes – We cannot control what will happen – We must accept the outcome
  40. 40. The Power of ChangeHOW TO ASSIST OTHERS TOCHANGE
  41. 41. Accept the Subjective View of Others It is important thatRemember what is you allow others anloss to one person opportunity tomay not be loss to react in their own others way
  42. 42. Overreactions are O.K.• Do not be shocked by the overreactions of others – People need time to adjust• Remember: – Change causes transition which means a sense of loss and it is this sense of loss (not the change) people are reacting too – A piece of their world is being lost so have compassion
  43. 43. Acknowledge the Losses Openly Bring the losses into the openAcknowledge them and express your concern for those who are suffering Do this simply and directly
  44. 44. Expect and Accept Signs of Grieving in OthersWe must expect and accept the followingemotions:• Anger, sadness, fear, depression, confusion etc.Remember these are the natural sequence ofemotions people go through when grieving
  45. 45. Be Aware of Denial• Denial is a natural first stage in the grieving process – It is a way in which hurt people protect themselves from the first impact of loss• Denial is healthy and normal if it does not last too long – If it continues for a long time you should check in with them and let them know you are concerned for their well-being
  46. 46. Nothing Personal Treat all emotions seriously but remember you have not personally caused these Grieving emotionspeople have many Avoid getting defensive emotions Avoid argument
  47. 47. Tools to Assist Others: Anger• Anger – Listen – Acknowledge that the anger is understandable – Don’t take on blame if it is directed at you – Distinguish between acceptable feelings and unacceptable acting-out behaviors • “I understand how you feeling but if you continue in this way you will hurt the whole team”
  48. 48. Helping Others: BargainingBargaining is the unrealistic attempts to get out of thesituation or make it go away by wanting to make deals with management Avoid being pulled by Help them to desperateHelp the person understand the arguments or by to see the real change has and is strategies that the situation happening person thinks should have been used
  49. 49. Helping Others: Anxiety Anxiety (silentor expressed) is • Remember anxiety is natural a realistic fear • Avoid making people feel bad about itof an unknown future which • Show empathy for their fears but keep giving the person can result in information to help them see catastrophic that the future is not so bad projections
  50. 50. Helping Others: Sadness Sadness isthe heart of • Encourage people tothe grieving say what they areprocess and feeling includes • Share your feelings too everything • Empathizefrom silence to tears
  51. 51. Helping Others: DisorientationDisorientation • Give people extra support includes and attentionconfusion, forg • Give people theetfulness, feeli opportunity to express it ngs of being • Reassure them the lost and disorientation is natural insecurity and that others feel it too
  52. 52. Helping Others: Depression• Depression includes feelings of being down, flat, dead, hopeless and being tired all the time – The first step is to realize you cannot make it go away • People have to go through it, not around it – Show them you understand and even share some of the same feelings – Help them to focus on the work that needs to be done – Remind them on the things they still have control over
  53. 53. Basic Principles in Assisting OthersNot everyone experiences all these emotionsHelp others to see they can accept the situation andmove forwardDo not suppress your feelings or ask others to do thesameDo not push yourself or others to “get over it”
  54. 54. The Power of ChangeHOW CHANGE CREATES BETTERRELATIONSHIPS
  55. 55. The Result of Change Change creates internal transitionTransition makes people think about how they treat themselves and othersFor this reason change can help people to forge new or better bonds with each other
  56. 56. Change is Opportunity for Better RelationshipsIf we remember change is the way tomaking all relationships better thenwe will be more willing to accept andwork through transition
  57. 57. The Power of ChangeWHAT IS CHANGING
  58. 58. New Organizational ChartQuestions to assist in transition:• Identify what is actually changing in yourself – Ask specific questions• What is really over for you? – What are the possible transition losses for you?• What do you think your grieving process will involve? – Are there any old wounds you need to be aware of?• Make a list of what is not changing in your life – Is there any insight about your life?• What will be the signs that you are in the neutral zone? – What small changes can you make to empower you?
  59. 59. Assisting OthersThink about how you can assist others with this change? What reactions do you expect?
  60. 60. New SupervisorsQuestions to assist in transition:• Identify what is actually changing in yourself – Ask specific questions• What is really over for you? – What are the possible transition losses for you?• What do you think your grieving process will involve? – Are there any old wounds you need to be aware of?• Make a list of what is not changing in your life – Is there any insight about your life?• What will be the signs that you are in the neutral zone? – What small changes can you make to empower you?
  61. 61. Assisting OthersThink about how you can assist others with this change? What reactions do you expect?
  62. 62. Always Remember Follow the four rules to face changeRemember your values and the values of your organization Good luck with the transition
  63. 63. Q&APlease send your questions via the Chat orQuestion widget on your dashboard.
  64. 64. Thank You for Participating!Interested in more professional development? Check out our website for more information www.morrisinteractive.ca Or you can find us on:www.twitter.com/MorrisIntwww.facebook.com/MorrisInteractive

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