How Does Change Affect Individuals?
We need full commitment from employees during
It can be stressful, and signs of the affects of change
on people begin to surface.
Even in a positive change…. It is still hard for people
to adjust and adapt.
Often organizations are so intent on implementing
change that they fail to pay attention to how the
people are feeling.
When the human side of change is left unmanaged,
many effects begin to surface. People will react to
change in a variety of ways.
We forget that what we create we own!
Change Management Theories
Old Style of Change ….The Installation Method:
an t- ***Fix & Repair…Frenzy Phase***
New Style of Change…The Implementation/
Plan…engage as many Implement Follow
involved as possible! Together! up...check
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New Change Theory:
If there is more than one way to do it and you want high
commitment from staff….then engage them in the Change
Dick Axelrod, author of Terms of Engagement
& the Conferencing Model
Be Engaging and Pro-Active ….
Use The Change Tools!
Collaborate with staff on what the vision or ideal state for the change
should be where we are now and how to get there with the least amount
French and Bell Tool
….then engage staff to identify problems and develop contingencies…
Action Planning Tool
Check in with staff to facilitate current reality and/or further dialogue as to
how well the change is going then making adjustments accordingly.
Force Field Analysis Tool
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Our Changing World
We hear it all the time. The amount of change in our world is almost
overwhelming. The way we live and the way we work are in a constant
state of flux. Advances in technology and communications, along with
major shifts in political and economic climates, are forcing us to change.
With change comes an increasing volume of information to absorb process
and retain. At the same, we need to keep reshaping the way we do things,
shifting and flexing to fit our rapidly changing world.
Here are some quotes that emphasize the magnitude of the change:
“There has been more information produced in the last 30
years than during the previous 5,000. A weekday edition of
the New York Times contains more information than the
average person was likely to come across in a lifetime in 17th
century England. The information supply available to us
doubles every five years.”
- Richard Saul Wurman, Information Anxiety
“Computer power is now 8,000 times less expensive than it
was 30 years ago…if we had similar progress in automotive
technology, today you could buy a Lexus for about $2. It
would travel at the speed of sound and go about 600 miles
on a thimble of gas.
- John Naisbitt, Global Paradox.
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Types of Change:
Things ramp up, then Year-end budget
they settle back down preparation
“Flavour of the month” Reactive initiatives that
changes (although never “catch on”
they may not start out
that way). Tax season
Peak of activity then back
to normal eventually
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Solutions are found (and Re-engineering projects
can be predicted) by and work process
looking to the past. reviews
Change often comes Downsizing initiatives
from the outside to make
an existing system Flattening of
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No going back.
Major and profound
shifts in organization
philosophy, direction and
Can’t find the solutions
by looking to the past.
New elements are
introduced that have not
Transformation of whole
industries: i.e. health
Moving from a product-
oriented to a customer-
oriented business: i.e.
Retail store moves to a mail order
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Differences between change and transition
Defined by outcome Defined by process
Can occur quickly Always takes time
The change is the relocation itself; it involves
packing dishes, getting a mover, selling your home,
and taking an airplane trip.
The transition involves all the confusion, distress,
and excitement that you and your family go
Whereas changes are always unique to the situations
in which they take place,
transitions show a remarkable similarity, one to
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Transition often begins before the
actual change takes place…..
Rumours usually abound
“Something is up!!” usually gets out first
Results in …
Gradual decrease in productivity
Bad memories from previous changes
We are all different with regards to where we
are in managing transitions
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How Change Affects Individuals…
S hell Shock
E nergy Drain
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References & Reading List:
Several FHA Change Courses…See Calendar
Barrentine, Pat, “When the Canary Stops Singing: Women’s Perspectives on
Transforming Business”, Berrett-Koehler Publishers Inc., San Francisco, 1993.
Bridges, William & Associates, “Organizations in Transition”, Summer 1992,
Volume 5, No. 3.
Bridges, William, “Transitions: Making Sense of Life’s Changes”, Addison-
Wesley Publishing, Reading, Massachusetts, 1980.
Bridges, William, “Managing Transitions: Making the Most of Change,” Addison-
Wesley Publishing, Reading, Massachusetts, 1991.
Bridges, William, “Surviving Corporate Transition”, William Bridges and
Associates, Mill Valley, California, 1988.
Conner, Daryl, “Managing at the Speed of Change:, Villard Books, New York,
Covey, Stephen, “Living the Seven Habits: Applications and Insights”, 1992.
Kepner-Tregoe, “ Rational Man” for Change Tools
Land, George and Jarman, Beth, “Breakpoint and Beyond”, Harper Business,
Mainstream Access Corporation, “Establishing You, Inc.”. Toronto, Ontario, 1992.
Metcalf, C.W. “Humor, Risk and Change”, Fort Collins: C.W. Metcalf & Co.,
Noer, David M., “Healing the Wounds”, Jossey-Bass Publishers, San Franscisco,
Smye, Marti, “You Don’t Change a Company By Memo”, Key Porter Books
Limited, Toronto, 1994.
The Wyatt Company, “Best Practices in Corporate Restructuring”, 1993.
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