This document describes a workshop on leading and managing change. It includes sections on workshop objectives, a management game, the cycle of change model, and descriptions of each phase of the change curve model: denial, resistance, exploration, and commitment. For each phase, it provides statements to assess where individuals are in the change process, describes symptoms and characteristics, and outlines the appropriate leadership role. The overall goal is to help participants understand the stages of change and how to successfully implement and lead change.

1. LEADING AND MANAGING
CHANGE

2. Introduction-Icebreaker
“STORY OF MY LIFE”

3. Workshop Pledge
• I’ll respect every individual’s perspective and
share mine. I’ll make most of the learning
opportunity and will contribute to it by sharing
relevant personal experience.
• I’ll listen and participate with an open mind.
I’ll contribute to my own, my team’s and everyone
else’s learning.

4. ProgrammeObjectives
By the end of this programme you will be able
to:
• Identify stages of cycle of change
• List steps of successfully implementing
• change
• Identify leads for future
• Set & Implement goals to lead & manage change

5. Management Game
“Bag The Order”

6. Cycle of Change

7. Objectives
By the end of this session you will be able to
• Identify stages of cycle of change

8. TheChange Curve Model
Phase 1
Denial
Phase 4
Commitment
Phase 2
Resistance
Phase 3
Exploration

9. Creating a Picture of Your
Change Transition
Denial Resistance Exploration Commitment
High
Range = Over 15
High
Range = Over 19
High
Range = Over 22
High
Range = Over 22
Phase 1
Denial
Phase 4
Commitment
Phase 2
Resistance
Phase 3
Exploration

10. TheDenial Statements
1. This change doesn’t really affect me
5. The reality of the change hasn’t set in yet
9. I am not wasting my time worrying about the
change
13. I’m sure this whole thing will blow over soon
17. I don’t have any feelings about the change
21. I just try to do what I have to do to get
through the day

11. Denial
• Denial is being fugitive about the change
• People need to be confronted and informed of
the Denial behaviour
• Scoring high on Denial means :
Do not acknowledge the change
Not aware of the personal effect of the change
See the change as temporary

12. Symptoms and Leadership Role
• Symptoms
Avoid Acknowledgement
‘Business as Usual’ attitude
Avoid Confrontation
Leadership Role
Create awareness about the change
Share facts and draw mutual predictions

13. The Resistance Statements
2. I prefer the way things were before
6. I don’t know if I can do what is expected of me in
this change
10. I think this change is bad for the organization
14. I feel angry about the change
18. I can’t concentrate on my work
22. I’m upset about the way this whole thing has
been carried out

14. Resistance
• Resistance is obvious and natural
• Scoring high means
High degree of Resistance
Sense of insecurity
Doubt on the self-ability
Feel embarrassed
Realization of the limited power
Do not appreciate the change

15. Symptoms and Leadership Role
• Symptoms
– Anger and Blame
– Downing of Tools
– The Company does not care
Leadership Role
• Listen to what is said and not how it is said
• Shared mourning
• Show personal commitment
• Cut losses when unavoidable

16. The Exploration Statements
3. I’m excited about all the new possibilities the
change allows
7. Everything is up in the air, but we’re dealing with the
real issues
11. I keep thinking of new ways to do things
15. Recently I’ve had a lot more energy to deal with the
change
19. I’m amazed at how many new things I’m learning
because of this change
23. I feel like the worst part of the change is over

17. Exploration
• Exploration is fun, energetic, learning, exciting
and experimental phase
• People accept and assess the change in this
phase
• Scoring high means:
Excited about the change
Focused on the future
Feel positive about the future

18. Symptoms and Leadership Role
• Symptoms
– Over-preparation
– Incoherent energy
– Confusion and Chaos
• Leadership Role
– Guide priorities
– Educate to improve quality of analysis
– Set short-term goals

19. The Commitment Statements
• 4. I’ve really come a long way with this change
• 8. I would not go back to the way things were before
• 12. I have mastered what needs to be done to be
• effective with this change
• 16. I am comfortable in the new work environment
• 20. I feel good about myself and what I have
• accomplished to meet the demands of the change
• 24. I’ve learned things in this change that will help me
• deal with the next change

20. Commitment
• Phase of comfort and reward
• Prepare for the next change
• Scoring high means:
– Accept the change as permanent
– Perform effectively
– Do effort to sustain the change
– Feel comfortable
– Prepared for the next change

21. Symptoms and Leadership Role
• Symptoms
– Cooperation and coordination
– Frustration about speed
– Looking for new challenges
• Leadership:
– Set long term goals
– Celebrate success
– Focus on team building
– Step back – Let the next tier of Leadership emerge