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12 Ways to Cope with Change at Work



Workplace Change and Transition by Catherine Adenle

Is your company currently undergoing major changes that will affect you or the staff in your organization? These changes are probably in response to the evolving needs of customers. They are made possible because of the change in economy, telecommunications and digital technology. And you can expect that they will result in significant reorganisation, improvements and profitability--all will result in success that all employees will share in future but navigating the change curve for you and others will be challenging. This presentation will provide tools and resources to help you cope with the change.

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Workplace Change and Transition by Catherine Adenle

  1. 1. Workplace ChangeWorkplace Change andand TransitionTransition Redirecting your thoughts and overcoming fearRedirecting your thoughts and overcoming fear ByBy Catherine AdenleCatherine Adenle http://catherinescareercorner.com
  2. 2. AgendaAgenda • Introduction • What is change? • Imminent change • Change Curve • Behaviours • Coping strategies • Transitioning • Exploring opportunities • What next? By Catherine AdenleCatherine Adenle
  3. 3. AimsAims • To look at and understand how you can cope through transition and change • To further understand yourself and what is important in how you transition to the next role for you • To begin to explore opportunities as to what could be next for you By Catherine AdenleCatherine Adenle
  4. 4. Change presses us out of our comfort zone. Change is for the better or for the worse, depending on how you view it. Change has an adjustment period which varies on the individual. It could be uncomfortable, because changing from one state to the next upsets our control over outcomes. Change has a ripping effect on those who won’t let go. What is change?What is change? By Catherine AdenleCatherine Adenle
  5. 5. Few changes over the yearsFew changes over the years Nobody can go back and start a new beginning, but anyone can startNobody can go back and start a new beginning, but anyone can start today and make a new and make a new ending. Nobody can go back and start a new beginning, butNobody can go back and start a new beginning, but anyone can start today and make a new ending.anyone can start today and make a new ending. By Catherine AdenleCatherine Adenle
  6. 6. Change quotesChange quotes “He who rejects change is the architect of decay” ~Harold Wilson “It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change” ~Charles Darwin “Our only security is our ability to change” ~John Lilly By Catherine AdenleCatherine Adenle
  7. 7. Why change?Why change? No change is without a purposeNo change is without a purpose • Environment – internal or external factors • Systems • Processes • Culture • Things could be better • Mergers • Acquisitions • Continuous improvement • Take over • Competition • Innovation • Upgrades • New strategy • Outsourcing • Off-shoring • Economy • New technology • Centralization • Restructuring By Catherine AdenleCatherine Adenle
  8. 8. Top 10 sources of workplace stressTop 10 sources of workplace stress  Too much to do at once  Random interruptions  Constant changeConstant change  Mistrust, unfairness, and office politics  Unclear policies and no sense of directions  Career and job ambiguity  No feedback - good or bad  No appreciation  Lack of/poor communications  Too much or too little to do. By Catherine AdenleCatherine Adenle
  9. 9. What if I lose my job? How will I pay my bills? Will I find another job? It won’t affect me! Why am I feeling like this? I hate thisCompany I am going to be okay. The job market is improving! I am not going to accept this… When is this going to end? My new jobmight be apromotion Anxiety Fear Threat Denial Resistance Depression Hostility Despair Gradual acceptance Moving forward Thoughts on change in a workplace…Thoughts on change in a workplace… By Catherine AdenleCatherine Adenle
  10. 10. Change curveChange curve ……and 3 support stagesand 3 support stages Information/CommunicationInformation/Communication EmotionalEmotional supportsupport Guidance/DirectionsGuidance/Directions By Catherine AdenleCatherine Adenle
  11. 11. Facts about changeFacts about change Different people react differently to change. Change often involves a loss, and people go through the "loss curve." Most change outcomes succeed or fail on the cooperation of the people who must make the change. The key question asked or unasked on everybody’s mind about change is “What’s in it for me?” (known by many as WIIFM.) A “few” people and groups are almost always pivotal to a smooth and effective change implementation. Positivity is the key to coping successfully with change Everyone has fundamental needs that have to be met . A clear plan of action is needed for each group/individual who needs to cope with change in order for them to navigate the change curve. Communication and seeking support are key ingredients when coping with change. By Catherine AdenleCatherine Adenle
  12. 12. Change vs. TransitionChange vs. Transition TRANSITIONTRANSITION • Internal • Personal • Slower • Less visible • Less predictable • Psychological • Intangible CHANGECHANGE • External • Organisational • Quicker • More visible • More predictable • Physical • Tangible Change is the shift, transition is the process of oneChange is the shift, transition is the process of one state of being to anotherstate of being to another By Catherine AdenleCatherine Adenle
  13. 13. Barriers and resistance to changeBarriers and resistance to change • Fear • Anger • Habits • Negative thinking • Attitude • Culture • Subjectivity • People • Emotions • Poor planning (1)Parochial self interest (2)Misunderstanding (3)Low tolerance of change (4)Genuine Disagreement ““The normal reaction to change is resistance.”The normal reaction to change is resistance.” By Catherine AdenleCatherine Adenle
  14. 14. Reasons why we resist changeReasons why we resist change • Loss of control - When people feel too much of the change is ‘being done to them’ rather than done ‘by them’. • Loss of face - If change results in people losing face or status. • Loss of identity - People build identities around aspects of their job and organization. Getting rid of important symbols and traditions can hurt. • Loss of competence -When people feel their old competences are challenged and they lack the new competences to deal with the changed situation. • Excessive personal uncertainty - When people don’t know what the change is going to mean for them and their job. (Source: based on Kanter, cited in Lorenz, 1985) • Surprise - Springing change on people is likely to make them skeptical and defensive. • More work - Usually change means more work for those involved. • Past resentments - People resist change if it is led by someone against whom they have past grievances. Forcing through change can build up problems for the future. • Unintended consequences - When the change in one area leads to unintended consequences in another. • Real threats - When change threatens an individual’s or group’s interests: e.g. the closure of a project. By Catherine AdenleCatherine Adenle
  15. 15. Overcoming resistance to changeOvercoming resistance to change Resistance Path to Solution Where there is a lack of information or inaccurate information and analysis Education and Communication Where the initiators do not have all the information they need to design the change, and where others have considerable power to resist Participation and Involvement Where people are resisting because of adjustment problems Where someone or some group will clearly lose out in a change and where that group has considerable power to resist Facilitation and Support Negotiation and Agreement Where other tactics will not work, or are too expensive Manipulation and Co-option Where speed is essential and the change initiators possess considerable power Explicit and Implicit Coercion By Catherine AdenleCatherine Adenle
  16. 16. Your personal questions to answerYour personal questions to answer • Where am I now on the change curve? • What are the key reasons I am there? • How does that make me feel? • What actions can I take to move forward on the curve? • What might hold me back from taking these actions or get in the way? • If I wasn’t worried about the consequences what would I do if I wasn’t afraid? • What small step could I take towards this? • Who could I speak to talk this through further? • What am I going to do next within the next 7 days? • How Committed am I to taking this step? (Where zero = not committed and 10 = totally committed) By Catherine AdenleCatherine Adenle
  17. 17. Change: questions to youChange: questions to you • What do you think about the change? • How do you feel about the change? • What do you see your role as in the change? • What is your opinion about the change? • What is your experience with this type of change? • How will you be impacted by the change? • What are your ideas about the change? • Would you change anything about the change? • Why do you think the change is needed (or not)? (Reflections)(Reflections) By Catherine AdenleCatherine Adenle
  18. 18. What happens if you miss an element?What happens if you miss an element? By Catherine AdenleCatherine Adenle
  19. 19. How change affects teamsHow change affects teams  People who thrive on change—Direct, results-oriented people who embrace quick decisions and changes, challenge the status quo, and initiate change activity within [an organization].  People who aren't bothered by change—Optimists whose enthusiasm and creative solutions to handling change keep others motivated during flux situations.  People who resist change and need time to prepare—Steady decision-makers who don't like to be rushed and appear to "put up" with change.  People who are concerned with the effects of change—Cautious, careful objective thinkers who seek to maintain high standards, regardless of changes going on around them. By Catherine AdenleCatherine Adenle
  20. 20. Change: We have a choice!Change: We have a choice!  Get angry, be in denial and continue to react angrily  Be angry, be in denial, get angry and continue to alternate  Get angry, then PAUSE, gather your thoughts, suspend your emotions  React, reflect, understand, conscious and purposeful response and look for your new beginning By Catherine AdenleCatherine Adenle
  21. 21. Dealing with your own reactionsDealing with your own reactions • Expect a 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. • Reach out to others. • Talk with people you can trust about your experiences, reactions, and feelings. If you have access to a Mentor go to them or consider an Employee Assistance Program. • Give yourself time to deal with it. • Take the time to grieve the losses that change brings.
  22. 22. Practical approaches – Get on the balcony PAUSE and ask yourself:  Why do I feel like this?  What am I missing here?  What can I do to benefit ‘me’ straight away?  Where do I focus my energy?  Who can help me?  What might be another way of looking at this change? Our moments of choiceOur moments of choice ““The art of looking at ourThe art of looking at our thoughts and what produces them”thoughts and what produces them” ““Seeing our seeing”Seeing our seeing” By Catherine AdenleCatherine Adenle
  23. 23. Your circle of control and moments ofYour circle of control and moments of choicechoice Another way of looking at this:  What can I control?  What can I influence?  What do I need to have on my radar of concern? Moments of choice:  Less reactivityLess reactivity  Enhance self awarenessEnhance self awareness  Notice automatic thoughts and beliefsNotice automatic thoughts and beliefs  Enhance focus, awareness and clarityEnhance focus, awareness and clarity  Sense of calm, presenceSense of calm, presence  Deliberate and purposeful actionDeliberate and purposeful action  Seeing from the wholeSeeing from the whole  Acceptance of what is outside ourAcceptance of what is outside our controlcontrol By Catherine AdenleCatherine Adenle
  24. 24. Your Circle of controlYour Circle of control By Catherine AdenleCatherine Adenle
  25. 25. Being solution focused: what can youBeing solution focused: what can you do and what do you want to do?do and what do you want to do? • Solution is more important than the problem • Vision of a way forward • Proactive • Purposeful • Intentional Old woman or young lady? By Catherine AdenleCatherine Adenle
  26. 26. Being solution focusedBeing solution focused Take a PEEPPEEP at some new MAPSMAPS Change the viewing: • Define the PPreferred outcome • Seek out any EExceptions to the problem • Identify any EExisting resources • Celebrate PProgress made so far Change the doing: • Generate MMultiple options • Remember to AAsk how to rather than why? • Turn PProblems in to platforms for solutions • Use SSmall smart steps By Catherine AdenleCatherine Adenle
  27. 27. Coping with change: GuidelinesCoping with change: Guidelines  Be solution focused.  Keep everything in perspective.  Develop support relationships at work and home.  Define your outcome and identify your strengths and resources.  Be Proactive.  Take care of yourself.  Build self-esteem.  Be open and flexible.  Keep your "sunny side" up.  Take control of your life.  Small change can lead to bigger changes.  Focus on your desired outcome and future state.  Avoid negative energy. Past Now Future By Catherine AdenleCatherine Adenle
  28. 28. Tips for coping with changeTips for coping with change  Take responsibility for what you can control  Accept that some things are out of your control  Keep an open mind and ask questions  Ask yourself - what does a good ending look like for me?  How is the ending I visualised going to be achieved?  Think of good examples of change that has worked well  Talking about it helps – talk to colleagues, your manager, relatives, your partner, and friends  Go on online check change advice sites  Work towards achieving great success out of the change  Hard, but remain positive and be proactive  Focus on a final good outcome and a new beginning By Catherine AdenleCatherine Adenle
  29. 29. Identify suitable options…Identify suitable options… • Pulling all of the “understanding yourself” and “exploring opportunities” information together: • What are your best options? • What path do you want to take? • What type of role interests you most? • What adverts have sparked your interest? • What training do you need/want to do to be able to take this path? By Catherine AdenleCatherine Adenle
  30. 30. Upside of positivityUpside of positivity Positivity widens the span of possibilities you see  Positivity puts the breaks on negativity and is a key to resilience  Positivity feels good  You can increase your positivity  Mental and physical health  Live longer! By Catherine AdenleCatherine Adenle
  31. 31. What next?What next? • Reflect on where you are in the change curve – what can you do to help yourself move through it? – What coping strategies are you going to use over the next few months • Review your responses to the “understanding yourself” section – what more do you need to consider or think about? • Explore more opportunities, to get a greater picture of what might be out there! By Catherine AdenleCatherine Adenle
  32. 32. Yes, we can all overcome change…Yes, we can all overcome change… “Sometimes, a change that pushes us to the wall gives us the momentum necessary to get over the wall and see the great possibilities that are on the other side!” "You're stronger than you seem, braver than you"You're stronger than you seem, braver than you believe, and smarter than you think."believe, and smarter than you think." By Catherine AdenleCatherine Adenle
  33. 33. Coping with change: BooksCoping with change: Books • The Heart of Change: Real-Life Stories of How People Change Their Organizations, by John P. Kotter and Dan S. Cohen. • Dealing With Change by Bonnie Messer • Who Moved My Cheese? by Dr. Johnson • Managing change and transition by Richard Luecke • Successfully Managing Change in Organizations: The Workbook by Stephen J. Thomas • Strategies for Successful Career Change : Finding Your Very Best Martha E. Mangelsdorf • The Change Cycle: How People Can Survive and Thrive in Ann Salerno • What Color Is Your Parachute? 2011:A Practical Manual for Job-Hunters and Career-Changers by Richard Nelson BollesBy Catherine AdenleCatherine Adenle
  34. 34. ResourcesResources • Coping with Change in the Workplace Coping with a Changing Workplace: The only constant in today's workplace is change, and often it happens quickly, ... Management and Human Resources ... how we react to others, and how well we work together—and how we cope with change • Making sense of change management : a complete guide to the models, ...Esther Cameron, Mike Green - • Change management: the people side of change Jeff Hiatt, Timothy J. Creasey • Change Management: A Guide to Effective Implementation Rob Paton, James McCalman • Coping with Change « Power to Change Coping with change is never easy. By Catherine AdenleCatherine Adenle
  35. 35. Questions?Questions?
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Is your company currently undergoing major changes that will affect you or the staff in your organization? These changes are probably in response to the evolving needs of customers. They are made possible because of the change in economy, telecommunications and digital technology. And you can expect that they will result in significant reorganisation, improvements and profitability--all will result in success that all employees will share in future but navigating the change curve for you and others will be challenging. This presentation will provide tools and resources to help you cope with the change.


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