Change is the only constant. A startup cannot grow if it cant change.

1. Work Place
Change.
REDIRECTING YOUR
THOUGHTS

3. Agenda
Introduction
What is
change?
Imminent
change.
Change curves
• Behavior
• Coping strategies
Transitioning
Exploring
opportunities

4. Objective
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

5. What is
change?
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

6. Few changes
over the
years.
Nobody can go
back and start a
new beginning,
but anyone can
start today and
make a new
ending.

7. “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

8. Why Change?
NO CHANGE
WITHOUT A
PURPOSE.

9. Environment
– internal or
external
factors
Systems Processes Culture
Things could
be better
Mergers
Acquisitions
Continuous
improvement
Take over Competition Innovation Upgrades
New strategy Economy
New
technology.
Centralization

10. Top 10
sources of
workplace
stress
Too much to do at once
Random interruptions
Constant 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.

14. Communication Support Guidance

15. Some facts
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.

16. Change vs Transition.
• External
• Organizational
• Quicker
• More visible
• More predictable
• Physical
• Tangible
• Internal
• Personal
• Slower
• Less visible
• Less predictable
• Psychological
• Intangible

17. Change is the shift,
transition is the
process of one state
of being to another

18. Barriers and
resistance to
change.
Fear
Anger
Habits
Negative thinking
Attitude
Emotions
Poor planning

19. Reasons why we resist
change.

20. Loss of control
When people feel too much of the
change is ‘being done to them’ rather
than done ‘by them’.

21. Loss of face.
If change results in people losing face or
status.

22. Loss of identity
People build identities around aspects of
their job and organization. Getting rid of
important symbols and traditions can
hurt.

23. Loss of competence.
When people feel their old competences
are challenged and they lack the new
competences to deal with the changed
situation.

24. Excessive personal
uncertainty.
When people don’t know what the
change is going to mean for them and
their job.

25. Surprise.
Springing change on people is likely to
make them skeptical and defensive.

26. More work.
Usually change means more work for
those involved.

27. Facts about Change.
In a recent study, 83% of CEOs listed
“Substantial Change” as their biggest
challenge. -IBM Global CEO Study

28. 75% of corporate
change initiatives fail.
-Harvard Business Review

29. Amongst the CEOs who got fired by the Board:
28% Mismanaged
Change
26% Ignored
customers
25% Tolerated low
performance
21% Denied reality
Harvard Business
Review Facts about
Change

30. Overcoming resistance to
change

31. How to make
Change smooth
for the
organization.
Communication.
Education
Participation and involvement
Negotiation and agreement
Explicit and implicit cohesion.
Enablement plan

32. Contd…
People and process alignment.
Reward and recognition.
Supportive culture
Training

33. Your 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?

34. Contd.
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?

35. 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

36. 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

37. Coping with
change
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

39. You're stronger than you
seem, braver than you
believe, and smarter than
you think.

40. Thank you.
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