The document discusses managing change and outlines John Fisher's model of personal change. It describes the different phases individuals go through when facing change, from anxiety to gradual acceptance or hostility/denial. It also provides principles for implementing change, including unfreezing old ways, changing, and refreezing the new system. Finally, it discusses different employee types and their responses to change, as well as strategies for maintaining motivation and morale during change.

1. UNDERSTANDING AND MANAGING CHANGE

3. Anxiety Happiness Fear Threat Guilt Depression Hostility Denial Gradual Acceptance Moving Forward The Process of Transition

13. Understanding the transition curve helps us cope with change, whether we are on the receiving end of the change or the person implementing the change Any change, no matter how small, has the potential to impact and may generate conflict between existing values and beliefs and anticipated altered ones.

14. Principle One If people do not own the problem/challenge then they are less likely to accept the solution. Ensure people own the need for change

15. Principle Two It is not the change in itself that causes the problems but the mismanagement of that change Managing change means reducing the disruptive elements of the process, not aggravating them

16. Principle Three Change can cause high levels of stress The management of change involves helping people cope with stress

17. Principle Four People who feel in charge of their lives can tolerate uncertainty and often see change as a good thing Work with these people as the allies of change