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.
Understanding, Initiating and Managing Change by Catherine AdenleCatherine Adenle
Explore the framework for understanding, initiating and managing change. Change management in organizations can take place when new business processes, changes in organizational structure, change in systems, cultural changes within an enterprise etc., take place. Simply put, change management in organization addresses all aspects of change especially the people side of change management.All you need to know about Change Management is packaged within this presentation.
#changemanagement #managingchange
Understanding, Initiating and Managing Change by Catherine AdenleCatherine Adenle
Explore the framework for understanding, initiating and managing change. Change management in organizations can take place when new business processes, changes in organizational structure, change in systems, cultural changes within an enterprise etc., take place. Simply put, change management in organization addresses all aspects of change especially the people side of change management.All you need to know about Change Management is packaged within this presentation.
#changemanagement #managingchange
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
This revision presentation provides an overview of the topic of change management in the context of business strategy. It highlights the main theories on change management including Lewin's Forcefield analysis as well as providing some examples of recent change management case studies
Debby Hopkins, Chief Innovation Officer at Citi and CEO of Citi Ventures, has made a career out of championing innovation. Here's here advice for driving change at work.
Connect: Professional Women’s Network is online community with more than 350,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com//womenconnect.
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
Change Management is a term that is often loosely used and confused. It is an everyday specialization that deserves niche attention in the strategic framework of an organization.
Join the discussion to better understand WHAT Diversity and Inclusion looks like through the lens of our changing world… WHY this is important to your business… and HOW to recognize, value, and leverage the different perspectives and backgrounds of your team.
A diverse AND inclusive work environment drives engagement, which leads to high performance and increased business results. Join Jennifer for an open discussion on understanding how and why diversity and inclusion are business imperatives in today’s rapidly changing world.
See the entire presentation: https://youtu.be/XksSSH38tK0
Every organization needs to adapt to the ever-changing business environment. Sensing this need, we have come up with these content-ready change management PowerPoint presentation slides. These change management PPT templates will help you deal with any kind of an organizational change. Be it with people, goals or processes. The business solutions incorporated here will help you identify the organizational structure, create vision for change, implement strategies, identify resistance and risk, manage cost of change, get feedback and evaluation, and much more. With the help of various change management tools and techniques illustrated in this presentation design, you can achieve the desired business outcomes. This business transition PowerPoint design also covers certain related topics such as change model, transformation strategy, change readiness, change control, project managementand business process. By implementing the change control methods mentioned in the presentation, you will be able to have a smooth transition in an organization. So, without waiting much, download our extensively researched change management framework presentation. With our Change Management Presentation slides, understand the need for change and plan to go through it without any hassles.
Change Management concepts, tools and techniques and best practices are included. Besides, challenges and the role of leadership in change process also highlighted.
20 Rules of Change Management in Organizations by Catherine AdenleCatherine Adenle
20 Rules of Change Management in Organizations.
When implementing change, no two organizations are the same, nor is there a ’one-size-fits-all’ approach because each organisation is different in structure, size, vision, culture, business needs and most all, each change management is different. However, despite the range of approaches to change management, there are common guidelines for delivering a successful change. The content of this presentation is intended as a tool to facilitate best practice of change management, thereby guide the actions that will result to successful change.
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
This revision presentation provides an overview of the topic of change management in the context of business strategy. It highlights the main theories on change management including Lewin's Forcefield analysis as well as providing some examples of recent change management case studies
Debby Hopkins, Chief Innovation Officer at Citi and CEO of Citi Ventures, has made a career out of championing innovation. Here's here advice for driving change at work.
Connect: Professional Women’s Network is online community with more than 350,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com//womenconnect.
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
Change Management is a term that is often loosely used and confused. It is an everyday specialization that deserves niche attention in the strategic framework of an organization.
Join the discussion to better understand WHAT Diversity and Inclusion looks like through the lens of our changing world… WHY this is important to your business… and HOW to recognize, value, and leverage the different perspectives and backgrounds of your team.
A diverse AND inclusive work environment drives engagement, which leads to high performance and increased business results. Join Jennifer for an open discussion on understanding how and why diversity and inclusion are business imperatives in today’s rapidly changing world.
See the entire presentation: https://youtu.be/XksSSH38tK0
Every organization needs to adapt to the ever-changing business environment. Sensing this need, we have come up with these content-ready change management PowerPoint presentation slides. These change management PPT templates will help you deal with any kind of an organizational change. Be it with people, goals or processes. The business solutions incorporated here will help you identify the organizational structure, create vision for change, implement strategies, identify resistance and risk, manage cost of change, get feedback and evaluation, and much more. With the help of various change management tools and techniques illustrated in this presentation design, you can achieve the desired business outcomes. This business transition PowerPoint design also covers certain related topics such as change model, transformation strategy, change readiness, change control, project managementand business process. By implementing the change control methods mentioned in the presentation, you will be able to have a smooth transition in an organization. So, without waiting much, download our extensively researched change management framework presentation. With our Change Management Presentation slides, understand the need for change and plan to go through it without any hassles.
Change Management concepts, tools and techniques and best practices are included. Besides, challenges and the role of leadership in change process also highlighted.
20 Rules of Change Management in Organizations by Catherine AdenleCatherine Adenle
20 Rules of Change Management in Organizations.
When implementing change, no two organizations are the same, nor is there a ’one-size-fits-all’ approach because each organisation is different in structure, size, vision, culture, business needs and most all, each change management is different. However, despite the range of approaches to change management, there are common guidelines for delivering a successful change. The content of this presentation is intended as a tool to facilitate best practice of change management, thereby guide the actions that will result to successful change.
For some new managers, the idea of giving performance reviews and being responsible for others can be intimidating. For others, there are fears about how to manage people older than them. And then there are others who worry about being accepted by their new team. I too, had these fears. But over time, I have learned a lot from peers, from mentors, and from my own employees. I made some terrible mistakes, and I had some pretty good successes. These nuggets of insight are some of the best personal learnings I’ve had in my management career, and ones which I wish I knew when I started managing people.
The Manager's Resource Handbook is an online source of tools, templates and articles relating to business and management in the global environment. Our mission is the help managers and businesses succeed through the benefit of our experience. You can contact us at http://www.managersresourcehandbook.com.
Leading Change in Challenging Times for Kirklees CouncilMichael Barker
Change workshop delivered for Kirklees Council.
Part of the workshop delivered on 4th September 2013 to Kirklees Council on leading change in challenging times.
Teva UK leading change in challenging timesMichael Barker
Slides to accompany leading change in challenging times masterclass delivered to TevaUk on 23rd October 2013
Delivered by Performance Development Group
www.performancedg.com
Jackie Lynton's presentation 'Disruption an agent of constructive change' at Health Education East Midlands - Quality Improvement Forum in Nottingham on 10 June 2015
Presented by Lisa Trager, Omnichannel Content Strategist
Bringing about change in any organization can be complicated. It often comes down to our ability to manage change effectively. Digital transformation impacts every level of the organization attempting to change. Transforming the way an organization produces content requires us to clearly communicate the benefits of the new direction to those who will be most impacted. In order to be successful, we must make a conscious effort to engage, entrust, and assist everyone we expect to change.
Learn why:
*workers love new challenges (and are your best allies)
*silos get in the way of change (and how to break down those
barriers)
*successful changes follow a formal change management process
(and what that process should include)
Don’t miss our upcoming event, Information Development World: Creating Machine-Ready Content to be held on November 28-30, 2017.
http://www.informationdevelopmentworld.com
A Growth Mindset. Your Job is Selling Change. Sell the problem, not the Solution. Marketing Today Becomes Sales Tomorrow. What Great Salespeople Do Differently. Closing with Confidence: Personal Sales Skills Action Plan
In this session we will cover a brief introduction to the research by Kegan and Lahey where they discovered that behind each of our habits is a strongly held belief that not only keeps us in our groove, but also fights any change that threatens the status quo.
We will discuss why personal growth and increasing our mental complexity is so important for agile and business transformations in today's VUCA world to succeed.
We will create your Immunity To Change Map which is a simple way to bring to light the your personal barriers to change. We will start by outlining your commitment to an improvement goal. Then we will sketch out the things that you are either doing or not doing that prevent progress towards the achievement goal. The Map then identifies competing commitments, as well as the big underlying assumptions behind those competing commitments.
The objective is to pinpoint and address whatever beliefs and assumptions are blocking you from the changes you want to make.
You will leave this workshop with a better understanding and tools to overcome the forces of inertia and transform your life and your work.
"Signed, Sealed Delivered": leading improvement in a new eraHelen Bevan
The slides from the workshop that Helen Bevan and Goran Henriks presented at the Clinical Microsystems Festival, Jonkoping, Sweden on 2nd March 2016. References and resources have been added at the end
The revised slide deck from the workshop that @helenbevan and @kateslater2 led at the International Forum on Quality and Safety in Healthcare March 27th 2019
8 Ways to Thrive During Change at Work (Infographic)Catherine Adenle
These are 8 ways to thrive during change at work. During change employees are restless, they fear the unknown. As change in the workplace is now routine and constant in today’s workplaces, it is important to know how to thrive during change at work, regardless of what you do, how good and engaged you are as an employee. the truth is, you cannot stop change from happening or affecting you or what you do. However, you have two utmost power over change and they are: knowing these 8 ways to thrive during change at work and choosing how to react to change.
4 Components of Successful Change Implementation in Organizations (Infographic)Catherine Adenle
These 4 key inter-connected components of successful change implementation in organizations. In organizations, change only happens if and when change is initiated. Successful change implementation cannot happen without these 4 key components. Miss any of these 4 change implementation components from the onset of a major change and the change efforts will fail.
How to Implement Change: 5 Key Elements (Infographic)Catherine Adenle
As well as managing people’s aspect of change and any resistance to change, when leaders in organizations introduce change, there are 5 crucial elements for them to also consider. These 5 elements represent the lifeblood of how to implement sustainable change. When implementing change, if one of these 5 key elements is missing, there will be consequence...
21 Critical Questions to Ask before Change ManagementCatherine Adenle
This presentation contains 21 critical questions to ask before change management. Before implementing a major change in an organization, to have clarity and a water-tight road map for change, certain critical questions must be asked and answered first. For change to be successful and for it to take hold, rushing into a major change without answering these 21 critical questions to ask before change management will certainly derail the change. These 21 critical questions will help all change agents, experienced and inexperienced, to plan a change in a well structured manner.
Lost your job? Feeling devastated? The time has come for you to cheer up. What has happened has happened. Dust yourself off, take the bull by the horns and learn how to cope with job loss. Work towards a new beginning for you. Your situation right now should not determine how you approach your altitude in life. Cheer up and let your ‘aha moment’ be now. Think of performing ‘Career CPR’ (Cheerful, Positivity, Resuscitation) on your career. Explore this Infographic to know how to cope.
20 Effective Ways to Involve and Support Employees During Organizational Change Catherine Adenle
Organizations that are change ready involve and support their employees during organizational change. They are those that plan and have a formal, systematic process for change. They build this into the culture of their organization.
Usually, they have clear leadership who engages employees and other stakeholders to develop a clear vision of desired change outcomes and ensure that an integrated communication, solid change management strategy, as well as strong employee involvement and motivation have the most influence in the overall success of the organization's change.
In addition, such organizations have an awareness of change and the acceptance that change, be it minor, continuous or major is constant. Not only that, they thrive in a community needed for change and they have the teams, resources and capacities to successfully implement and embed change in a seamless manner.
Such organizations have:
• A dedicated and trained change management team and mid-managers with strong ability to execute a change roadmap while engage employees through communication and actions...
As a professional, it’s important to know how to get promoted at work. Do you know how to get promoted at work? If not, be sure to explore this Infographic on how to get promoted at work for tips and advice.
Knowing 20 smartest ways to snag a job in a digital era is important for all job seekers. So, what are your job search strategies? If you have been looking for a new job and asking yourself why it’s hard to find one, it’s time to follow the tips explored on this Infographic.
20 Ways to Be Indispensable at Work (Infographic)Catherine Adenle
Do you know how to be indispensable at work? Do you have the mindset of a person that’s keen to be seen as indispensable at work? If not, explore this Infographic on 20 ways to be indispensable at work. As the job market is extremely competitive with tons of obstacles anywhere you turn, it’s imperative that you are perceived by your organization, manager, your team or colleagues to be one of the staff they see as indispensable at work.
How do you deal with a heavy workload at work and not get stressed? While there is no snappy magic to reduce your heavy workload, the simple steps and tips highlighted in the Infographic below offers you the best ways to manage a heavy workload. Explore the details of the Infographic to know how to best deal with a heavy workload.
In these challenging economic times, it is usual for highly competent job seekers to find themselves unemployed for a long time through no fault of their own. So, in order to prevent gaps in their employment history, some highly competent people tend to overlook the danger signs associated with any job they are offered irrespective of warning signs. As a job seeker, the eagerness to get a job, any job, should not prevent you from making a good judgement call on any role you decide to take on.
During a job interview, the danger sign job interview questions highlighted via the Infographic are questions that employers should never ask you because the questions are discriminatory. Potential employers asking you these 15 danger signs job interview questions are unintentionally showing you invisible signs on top of their heads that says the organization in question is probably not the best place of work for you.
Feeling bullied at work? Explore how to deal with a bully at work through this Infographic.
If you are feeling bullied at work, don't ignore the feeling that you're being bullied. If you feel singled out unfairly, or picked on, then, don't fall into a trap of self-blaming or loathing. Instead, form a plan using the information in this Infographic of how to deal with a bully at work as a guide to stop the bullying and reclaim your life and workplace happiness.
Why do employees resist change in the workplace and how can you deal with resistance? There are a number of reasons why employees resist change. To know some of the crucial reasons, explore reasons why employees resist change and how to guide against resistance via this Infographic.
How do you deal with a bully at work? Explore 7 tips on dealing with a bully at work via this presentation. Most adults are civilized at work and they make up the majority of the work population. Unfortunately, bullies are also part of the work place. The content of these slides will help anyone being bullied in the workplace to know how to deal with the bully.
With job interviews the more thorough your preparation, the most likely your chance of being hired. This presentation contains information, tips and tools to help you ace any job interview.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
Buy Verified PayPal Account
Looking to buy verified PayPal accounts? Discover 7 expert tips for safely purchasing a verified PayPal account in 2024. Ensure security and reliability for your transactions.
PayPal Services Features-
🟢 Email Access
🟢 Bank Added
🟢 Card Verified
🟢 Full SSN Provided
🟢 Phone Number Access
🟢 Driving License Copy
🟢 Fasted Delivery
Client Satisfaction is Our First priority. Our services is very appropriate to buy. We assume that the first-rate way to purchase our offerings is to order on the website. If you have any worry in our cooperation usually You can order us on Skype or Telegram.
24/7 Hours Reply/Please Contact
usawebmarketEmail: support@usawebmarket.com
Skype: usawebmarket
Telegram: @usawebmarket
WhatsApp: +1(218) 203-5951
USA WEB MARKET is the Best Verified PayPal, Payoneer, Cash App, Skrill, Neteller, Stripe Account and SEO, SMM Service provider.100%Satisfection granted.100% replacement Granted.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
2. AgendaAgenda
• Introduction
• What is change?
• Imminent change
• Change Curve
• Behaviours
• Coping strategies
• Transitioning
• Exploring opportunities
• What next?
By Catherine AdenleCatherine Adenle
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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 ending.today 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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
10. Change curveChange curve
……and 3 support stagesand 3 support stages
Information/CommunicationInformation/Communication
EmotionalEmotional
supportsupport
Guidance/DirectionsGuidance/Directions
By Catherine AdenleCatherine Adenle
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
18. What happens if you miss an element?What happens if you miss an element?
By Catherine AdenleCatherine Adenle
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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. 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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
24. Your Circle of controlYour Circle of control
By Catherine AdenleCatherine Adenle
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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
http://catherinescareercorner.com
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 ...by Martha E. Mangelsdorf
• The Change
Cycle: How People Can Survive and Thrive in ...by
Ann Salerno
• What Color Is Your Parachute? 2011:A Practical Manual for
Job-Hunters and Career-Changers by Richard Nelson BollesBy Catherine AdenleCatherine Adenle
http://catherinescareercorner.com
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
http://catherinescareercorner.com
- Welcome
- Introduction: explain the aim and purpose of the workshop.
It is a Practical workshop
To help you to understand change better, navigate the curve change easily and give you resources and tools to help you manage change and discover the rewarding possibilities of a new beginning. It is also going to help you to think about your options because only you can make an effective change, I can only suggest ways to help.
After this workshop, you should all have an idea of why change is challenging and the steps to take to address the reasons why you feel the way you feel due to impeding job losses, any change in your career or life. Then it will provide us with suggestions, ideas and tips of how to move on and enjoy a greater beginning.
I have prepared this session based on my practical experiences of change, both from the perspective of instigating change and also going through change.
Coping with change is a very important factor in our lives, both in our personal life and business life. For businesses, adapting to a changing environment (for example, competition) is relentless and sometimes making difficult decisions are crucial to success
It is imperative that we have a structured approach towards to change, avoid pitfalls and have a practical understanding of the psychology of change.
To help us with that, we have to be aware of some tools and models that are available for our use.
This is a practical discussion on change principles and concepts from my personal perspective. I hope that you will find this interesting and useful.
---------------------------------------------------
Therefore, the aims of this spotlight are:
What is change?
What happens during change?
How can change be managed?
What often goes wrong (or, how to get things right)?
How to cope with change? and
What support is available?
There are two basic types of change, one made by you and one forced upon you
------------------------------------------------------
These are changes that you can control and those that you can’t
Both require careful planning, and often emotions arise when we don’t have information or control
For instance, buying a new house may rely upon a number of factors that are out of our control (finding a buyer, bad survey, buyer pulls out etc). All very stressful
These are three interesting quotes regarding change –
Survival of the fittest is to do with adapting to change and not being left behind
But equally as important, how we perceive change has the potential to alter how comfortable we are with the changes that we experience.
This presentation will hopefully help us to think creatively about how we approach change and recognise the emotional aspects of change, that often are at the heart of the matter when things go wrong.
Here are some common thoughts when hearing about all of the doom and gloom of change, especially re-organisation:
What was happening through this process? Well, it is actually quite a predictable path, known as the change curve. During change, people tend to go through a number of stages and it is important to understand this.
Activity: Ask participants to discuss & identify where they are on the change curve, why they are at that stage.
(There is no need to feed back this information – it is personal)
Discuss what would help people to move onto the next stages.
Discuss that some people may skip stages and move through more quickly
Shock and Surprise
Confrontation with unexpected situations - This can happen ‘by accident’ (e.g. losses in particular business units) or planned events (e.g. workshops for personal development and team performance improvement). These situations make people realize that their own patterns of doing things are not suitable for new conditions any more. Thus, their perceived own competence decreases.
Denial and Depression
People activate values as support for their conviction that change is not necessary. Hence, they believe there is no need for change; their perceived competency increases again.
Resignation, Rational Understanding
People realize the need for change. According to this insight, their perceived competence decreases again. People focus on finding short term solutions, thus they only cure symptoms. There is no willingness to change own patterns of behavior.
Emotional Acceptance
This phase, which is also called ‘crisis’ is the most important one. Only if management succeeds to create a willingness for changing values, beliefs, and behaviors, the organization will be able to exploit their real potentials. In the worst case, however, change processes will be stopped or slowed down here.
Exercising and Learning
The new acceptance of change creates a new willingness for learning. People start to try new behaviors and processes. They will experience success and failure during this phase. It is the change managers task to create some early wins (e.g. by starting with easier projects). This will lead to an increase in peoples perceived own competence.
Realization, Acceptance and Letting Go.
People gather more information by learning and exercising. This knowledge has a feedback-effect. People understand which behavior is effective in which situation. This, in turn, opens up their minds for new experiences. These extended patterns of behavior increase organizational flexibility. Perceived competency has reached a higher level than prior to change.
New Beginning
People totally integrate their newly acquired patterns of thinking and acting. The new behaviors become routine.
Difference between change and transition:
Change is situational and external
new house, loss of partner, new boss, new role, new system, new procedure, new legislation
Transition is psychological and internal
letting go, endings, neutral zone, new beginnings
How we think about a change is key
You can see change – its external. It is executed by a department, unit or organisation. Change is quicker because by the time it has reached the individual – the management has moved on. Change is visible. Change is more predictable – the end result is known. Change can be touched and felt.
Transition is internal – it is personal feelings/psychological. No 2 people will process it the same way and at the same speed. This is slower as people need time to process the information. Transition is less visible as it is internal – asking personal questions. Less predictable – there will be doubts and concerns. Transition is psychological – ‘how will it affect me?’ It is intangible.
(This is where you should seek support from the manager, HR or CAB)
In this slide, we talk about change vs transition
The actual change event itself is usually situational and external, such as a new house or a new boss
How we deal with that and make the transition is internal and psychological. How we deal with this internally can make a huge difference on our outlook on life. This is the basis of Cognitive Behavioural Therapy (CBT), an approach for dealing with depression, anxiety, etc.
In our view, helping to remove people’s fear, which is often irrational, has played a big positive part in managing change in the past.
A successful part of this was helping people to believe that their current skills will be attractive to other departments and companies, thus reducing the fear of redundancy.
Activity: Split into groups (complete exercise before next slide)
Think about examples of change in everyday life; thoughts & reactions
Think about changes in a work context; thoughts & reactions
Discussion – what are the differences & similarities?
Think about what you focus your energies on – influence and non influence.
Resistance: understanding a phenomena that is natural to all of us
“The normal reaction to change is resistance.”
You may have heard this statement many times before, but do we really know if it is true, and how this simple statement can impact our change management work? Do we really believe that resistance is normal, or are we like many business leaders who are surprised by, and disappointed with, employees who resist change?
A common mistake made by many business leaders is to assume that by building Awareness of the need for change, they have also created a Desire to engage in that change. The assumption is that one automatically follows the other. Some managers may fall into the trap: If I design a "really good” solution to a business problem, my employees will naturally embrace that solution. In both cases, resistance from employees takes these managers by surprise and they find themselves unprepared to manage that resistance.
So why do employees resist change?
From personal experience, we all know that change creates anxiety and fear. The current state has tremendous holding power, and the possibility of losing what we have grown accustom to (and comfortable with) creates worry and anxiety. For many employees, the future state of workplace changes is often unknown or ill-defined, and this uncertainly creates fear about what lies ahead.
These physical and emotional reactions are powerful enough by themselves to create resistance to change. It is likely that each of us have experienced these reactions in our own lives, whether at work or at home. But there is more to resistance than our emotional response. From a change management perspective, we must examine the other drivers that influence an employee’s resistance to change.
A good place to start is the nature of the change itself and how this change is impacting the employee:
“Were they involved with designing the change?”
“Do they know why the change is being made?”
“Do they believe that the reasons for making the change are valid?”
“Do they trust the ‘senders’ of the change messages within the organization?”
“How will the change impact them and their personal situation?”
You can begin to appreciate why resistance to change is a normal and natural reaction to change. Even when individuals can align a change with their own self-interest and belief system, the uncertainty of success and fear of the unknown can block change and create resistance. The question, therefore, is not if we will encounter resistance to change, but rather how we support our employees through the change process and manage that resistance. We must, at some point, ask the question: How much resistance might we avoid if we would apply change management effectively?
Consider this basic thought process: If resistance to change is a normal and natural reaction, then resistance should be expected. If resistance is expected, then our planning activities should be designed to mitigate that resistance. If our change management strategies and plans are designed to prevent and manage resistance, then we are not surprised by or unprepared for resistance when it happens.
(1)Parochial self interest
Individuals are more concerned with the implications for themselves
(2)Misunderstanding
Communications problems
Inadequate information
(3)Low tolerance of change
Sense of insecurity
Different assessment of the situation
(4) Disagreement over the need for change
Excersise
What have you noticed about effects of change on others; what helped to address these barriers?
Now let’s talk about the types of resistance.
According to Rick Maurer, resistance to change can be based on two levels.
The first level is based on lack of information or honest disagreement over the facts. It is easier to deal with that level because everybody is honest about their ideas and feelings.
Level two resistance is more difficult to deal with because you have to get into the hearts of the people. Some of the reasons why they oppose change may be: 1) comfort with the status quo; 2) fear of looking incompetent; 3) threat to values; 4) threat to power; 5) negative consequences for allies, etc.
You need to know on which level you are dealing with to promote change efficiently.
Feeling awkward, ill-at-ease and self-conscious
You focus on what you have to give up
You feel alone even if everyone else is going through the same change
You can handle only so much change
People have different levels of readiness for change
You’re concerned that you don't have enough resources
Self-InterestWhere someone has achieved status, privilege or self-esteem through effective use of an old system, they will often see change as a threat. Where the plan infringes on their role, people will naturally fear the impact on their bank balance!
Fear of the UnknownPeople may be uncertain of their abilities to learn new skills, their aptitude with new systems, or their ability to take on new roles.
Conscientious Objection or Differing PerceptionsPeople may sincerely believe that the change is wrong. They may view the situation from a different viewpoint, or may have aspirations for themselves or the organisation that are fundamentally opposed to the change. It is worth trying to understand peoples position.
SuspicionPeople may not trust the reason for change.
What factors can impact a person’s ability to change?
Factors may include:
Fear of the unknown
Barriers
Concerns
Lack of information/support
Prior experience of change
Lack of control
Facing challenges that we think are greater than our capabilities
Note: Read out – show title first. Read questions one by one and allow time to complete answers – This is a personal moment.
Which description fits you? Can you think of people in your workplace who fall into each of these behavioral types when confronted with change? Where do the majority of your co-workers fit?
Blessed—and probably nonexistent—is the company that employs only those who thrive on change or aren't bothered by it, and blessed are these types of workers. Change proceeds more smoothly in these companies, and these individuals suffer fewer negative effects from change.
Those who resist change and need too much time to prepare and those who become overly concerned with the effects of change to the point that they stall or derail the process can harm themselves and their companies.
Change-induced Stress
The article Dealing With Changeon learnthat.com states that "change is a major source of stress. Change challenges you to let go of the past, especially the comfortable, old ways of doing, to accept new challenges and opportunities for growth. There is an illusion that you can manage change by controlling the world around you, however, change is most effectively managed from within."
In times of stress, the mind and body revert to instinctive behaviors. If you naturally resist change, it can be very difficult to alter how you respond when confronted with even small changes. However, there are steps you can take to minimize your resistance, improve the way you handle change, and alleviate change-induced stress.
Of all the good suggestions in The 7 Habits of Highly Effective People, "Habit 1: Be Proactive" is particularly useful when you feel powerless against life's forces. Covey recommends you examine what you can do instead of focusing on worries over which you have no real control. First notice all your concerns. Then, among those concerns, determine where you can take action:
Think of ways to be more proactive (not aggressive) and address the things you can do something about. Your circle of influence will enlarge and your circle of concern will shrink:
Covey distinguishes between the have's ("If only I had...") and the be's ("I can be..."). Focusing on what you don't like is disempowering. Focusing on what you can do is proactive and empowering. "Be part of the solution," Covey suggests, "not part of the problem."
Develop support relationships at work and home. People with friends on whom they can rely during stressful times experience fewer negative effects of the stress change can bring. They also remain healthier, are more successful, and live longer.
Take care of yourself. Eat a balanced diet, exercise, and get enough rest. Take time to relax with friends and family. Enjoy your hobbies. Listen to your body. If you don't think these suggestions are important, look around at others who aren't using them. You'll soon discover just how important these basic wellness tips are.
Build self-esteem. There is only one you. You have special talents and interests. List what you like about yourself and note your special talents. Also, list what you appreciate about family and friends. Tell them and make them feel good, too.
Be open and flexible. Knowing that change can happen at any time helps you accept and adjust when it occurs. Most people are eager to settle into comfortable routines. Realize that your present routine may only be temporary.
Keep your "sunny side" up. The old song went something like, "Accent the positive and eliminate the negative. Keep on the sunny side of life." A positive attitude helps you feel good about yourself, goes a long way toward improving your health, and helps you deal with changes that come along.
Take control of your life. What can you do now that will help you cope with the changes in your life? Make a list of options. What are the positive and negative outcomes of each choice? Practice finding the good in each of life's changes. It's not what happens to you that causes you to be happy or unhappy; it's how you react to what happens. Your reaction governs the outcome. Take charge of your thoughts and actions.
These are useful hints and tips that will allow us all to cope with change. Use handout 2.
We only have full power over our own actions.
For changes that are forced on you, try and accept that some things are going to be out of your control.
It goes without saying that keeping an open mind is crucial, and don’t be afraid to ask questions.
Visualise a good ending, then think of how to achieve the ending as you have visualised it.
Think of good examples of change that has worked well for you.
You come first, so look after yourself and get necessary support from all available sources. Don’t be afraid to ask for help
Talk about it, it helps!
There are many websites and information online dedicated to change management.
Identify more opportunities that the change will bring.
It is a bit hard but remaining positive is definitely helpful. If you are struggling, don’t keep quiet about it, seek help.
Finally, focusing on a very good outcome and a new beginning can work like magic.
Ask
How do you begin to assess which jobs to apply for
What are the key things to look for?
e.g. Location, hours, salary etc (Link back to personal values)
These are prompting reflection questions to ask yourselves.
[Take out last bullet if not relevant to this audience]
Activity:
In groups, Design a poster to illustrate what you have learnt today. (Have a prize for the best one)