SlideShare a Scribd company logo
Workplace ChangeWorkplace Change
andand
TransitionTransition
Redirecting your thoughts and overcoming fearRedirecting your thoughts and overcoming fear
ByBy Catherine AdenleCatherine Adenle
http://catherinescareercorner.comhttp://catherinescareercorner.com
AgendaAgenda
• Introduction
• What is change?
• Imminent change
• Change Curve
• Behaviours
• Coping strategies
• Transitioning
• Exploring opportunities
• What next?
By Catherine AdenleCatherine Adenle
http://catherinescareercorner.com
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
What happens if you miss an element?What happens if you miss an element?
By Catherine AdenleCatherine Adenle
http://catherinescareercorner.com
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
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
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.
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
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
Your Circle of controlYour Circle of control
By Catherine AdenleCatherine Adenle
http://catherinescareercorner.com
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
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
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
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
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
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
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
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
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
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
Questions?Questions?
http://catherinescareercorner.com

More Related Content

What's hot

Change Management PPT Slides
Change Management PPT SlidesChange Management PPT Slides
Change Management PPT Slides
Yodhia Antariksa
 
Change Management Fundamentals PowerPoint Presentation Slides
Change Management Fundamentals PowerPoint Presentation SlidesChange Management Fundamentals PowerPoint Presentation Slides
Change Management Fundamentals PowerPoint Presentation Slides
SlideTeam
 
Organizational Change resistance
Organizational Change resistanceOrganizational Change resistance
Organizational Change resistance
Dr.K.Venkateswara raju
 
Change management
Change managementChange management
Change management
Sanchita Singh
 
Change Management
Change Management  Change Management
Change Management
Yodhia Antariksa
 
Coping With Changes
Coping With ChangesCoping With Changes
Coping With Changes
anushacapri
 
Change Management
Change ManagementChange Management
Change Management
Unnati Kalwani
 
Organizational Change Management
Organizational Change ManagementOrganizational Change Management
Organizational Change Management
sharean
 
Leading through Change
Leading through ChangeLeading through Change
Leading through Change
Jim Lefever
 
Change Management - Leading Organizational Change
Change Management - Leading Organizational ChangeChange Management - Leading Organizational Change
Change Management - Leading Organizational Change
johnnyg14
 
Organizational Change Management - Middle East
Organizational Change Management - Middle EastOrganizational Change Management - Middle East
Organizational Change Management - Middle East
Paul Grezio M. - MBA , ACC-Peer Advisory Groups, Leadership Development
 
The Process of Change / Transformation
The Process of Change / TransformationThe Process of Change / Transformation
The Process of Change / Transformation
Subbuiyer
 
Change Management
Change ManagementChange Management
Change Management
Karthikaeya P
 
Change Leadership Workshop: Managing the People Side of Change
Change Leadership Workshop: Managing the People Side of ChangeChange Leadership Workshop: Managing the People Side of Change
Change Leadership Workshop: Managing the People Side of Change
Jewel Celestine Anizor, SPHR, MHRM, M.Ed
 
Change management ppt 3 mba
Change management ppt 3 mbaChange management ppt 3 mba
Change Management
Change ManagementChange Management
Change Management
Khandaker Saiful Islam
 
Change management – principles and process
Change management – principles and processChange management – principles and process
Change management – principles and process
Charles Cotter, PhD
 
Change management PMI
Change management PMIChange management PMI
Change management PMI
PMILebanonChapter
 
Managing change slide
Managing change slideManaging change slide
Managing change slide
KulkeshKumar
 
Change Management In Organisations
Change Management In  OrganisationsChange Management In  Organisations
Change Management In Organisations
thevirtualconsultancy.com
 

What's hot (20)

Change Management PPT Slides
Change Management PPT SlidesChange Management PPT Slides
Change Management PPT Slides
 
Change Management Fundamentals PowerPoint Presentation Slides
Change Management Fundamentals PowerPoint Presentation SlidesChange Management Fundamentals PowerPoint Presentation Slides
Change Management Fundamentals PowerPoint Presentation Slides
 
Organizational Change resistance
Organizational Change resistanceOrganizational Change resistance
Organizational Change resistance
 
Change management
Change managementChange management
Change management
 
Change Management
Change Management  Change Management
Change Management
 
Coping With Changes
Coping With ChangesCoping With Changes
Coping With Changes
 
Change Management
Change ManagementChange Management
Change Management
 
Organizational Change Management
Organizational Change ManagementOrganizational Change Management
Organizational Change Management
 
Leading through Change
Leading through ChangeLeading through Change
Leading through Change
 
Change Management - Leading Organizational Change
Change Management - Leading Organizational ChangeChange Management - Leading Organizational Change
Change Management - Leading Organizational Change
 
Organizational Change Management - Middle East
Organizational Change Management - Middle EastOrganizational Change Management - Middle East
Organizational Change Management - Middle East
 
The Process of Change / Transformation
The Process of Change / TransformationThe Process of Change / Transformation
The Process of Change / Transformation
 
Change Management
Change ManagementChange Management
Change Management
 
Change Leadership Workshop: Managing the People Side of Change
Change Leadership Workshop: Managing the People Side of ChangeChange Leadership Workshop: Managing the People Side of Change
Change Leadership Workshop: Managing the People Side of Change
 
Change management ppt 3 mba
Change management ppt 3 mbaChange management ppt 3 mba
Change management ppt 3 mba
 
Change Management
Change ManagementChange Management
Change Management
 
Change management – principles and process
Change management – principles and processChange management – principles and process
Change management – principles and process
 
Change management PMI
Change management PMIChange management PMI
Change management PMI
 
Managing change slide
Managing change slideManaging change slide
Managing change slide
 
Change Management In Organisations
Change Management In  OrganisationsChange Management In  Organisations
Change Management In Organisations
 

Viewers also liked

20 Rules of Change Management in Organizations by Catherine Adenle
20 Rules of Change Management in Organizations by Catherine Adenle20 Rules of Change Management in Organizations by Catherine Adenle
20 Rules of Change Management in Organizations by Catherine Adenle
Catherine Adenle
 
Qualities of good report
Qualities of good reportQualities of good report
Qualities of good report
Izzah Noah
 
Resistance and types of resistance to change
Resistance and types of resistance to changeResistance and types of resistance to change
Resistance and types of resistance to change
Dr. Ajith Sundaram
 
Chapter 8 elements of a good report
Chapter 8   elements of a good reportChapter 8   elements of a good report
Chapter 8 elements of a good report
dantares
 
Organization development and change
Organization development and changeOrganization development and change
Organization development and change
somanishalaka
 
10 Lessons for New Managers
10 Lessons for New Managers10 Lessons for New Managers
10 Lessons for New Managers
MRH Team
 
Organization change mgmt models
Organization change mgmt modelsOrganization change mgmt models
Organization change mgmt models
Maysoun Mohamed
 
Change Management Models- a comparison
Change Management Models- a comparisonChange Management Models- a comparison
Change Management Models- a comparison
PeopleWiz Consulting
 
Balanced scorecard ppt slides
Balanced scorecard ppt slidesBalanced scorecard ppt slides
Balanced scorecard ppt slides
Yodhia Antariksa
 
Change management strategy ppt
Change management strategy pptChange management strategy ppt
Change management strategy ppt
sonips
 

Viewers also liked (10)

20 Rules of Change Management in Organizations by Catherine Adenle
20 Rules of Change Management in Organizations by Catherine Adenle20 Rules of Change Management in Organizations by Catherine Adenle
20 Rules of Change Management in Organizations by Catherine Adenle
 
Qualities of good report
Qualities of good reportQualities of good report
Qualities of good report
 
Resistance and types of resistance to change
Resistance and types of resistance to changeResistance and types of resistance to change
Resistance and types of resistance to change
 
Chapter 8 elements of a good report
Chapter 8   elements of a good reportChapter 8   elements of a good report
Chapter 8 elements of a good report
 
Organization development and change
Organization development and changeOrganization development and change
Organization development and change
 
10 Lessons for New Managers
10 Lessons for New Managers10 Lessons for New Managers
10 Lessons for New Managers
 
Organization change mgmt models
Organization change mgmt modelsOrganization change mgmt models
Organization change mgmt models
 
Change Management Models- a comparison
Change Management Models- a comparisonChange Management Models- a comparison
Change Management Models- a comparison
 
Balanced scorecard ppt slides
Balanced scorecard ppt slidesBalanced scorecard ppt slides
Balanced scorecard ppt slides
 
Change management strategy ppt
Change management strategy pptChange management strategy ppt
Change management strategy ppt
 

Similar to Workplace Change and Transition by Catherine Adenle

Leading change in challenging times
Leading change in challenging timesLeading change in challenging times
Leading change in challenging times
Michael Barker
 
Change management
Change managementChange management
Change management
Neha03122012
 
Change management at workplace | Bookingjini
Change management at workplace | Bookingjini Change management at workplace | Bookingjini
Change management at workplace | Bookingjini
BookingJini
 
Can you hear me now
Can you hear me nowCan you hear me now
Can you hear me now
Andrew Powell
 
Leading Change in Challenging Times for Kirklees Council
Leading Change in Challenging Times for Kirklees CouncilLeading Change in Challenging Times for Kirklees Council
Leading Change in Challenging Times for Kirklees Council
Michael Barker
 
Teva UK leading change in challenging times
Teva UK  leading change in challenging timesTeva UK  leading change in challenging times
Teva UK leading change in challenging times
Michael Barker
 
Disruption an agent of constructive change
Disruption an agent of constructive changeDisruption an agent of constructive change
Disruption an agent of constructive change
NHS Improving Quality
 
Principles Of Change Management
Principles Of Change ManagementPrinciples Of Change Management
Principles Of Change Management
Jennifer Coker
 
The Change Challenge
 The Change Challenge  The Change Challenge
The Change Challenge
Lois Kelly
 
Succeeding with the Messy Work of Change
Succeeding with the Messy Work of ChangeSucceeding with the Messy Work of Change
Succeeding with the Messy Work of Change
Information Development World
 
Accelerating Growth by Accelerating Adoption of Cloud Services
Accelerating Growth by Accelerating Adoption of Cloud ServicesAccelerating Growth by Accelerating Adoption of Cloud Services
Accelerating Growth by Accelerating Adoption of Cloud Services
SalesChannel International
 
Catalyzing students and trainees as agents of change
Catalyzing students and trainees as agents of changeCatalyzing students and trainees as agents of change
Catalyzing students and trainees as agents of change
Helen Bevan
 
Overcoming Your Immunity To Change
Overcoming Your Immunity To ChangeOvercoming Your Immunity To Change
Overcoming Your Immunity To Change
Chris Chan
 
"Signed, Sealed Delivered": leading improvement in a new era
"Signed, Sealed Delivered": leading improvement in a new era"Signed, Sealed Delivered": leading improvement in a new era
"Signed, Sealed Delivered": leading improvement in a new era
Helen Bevan
 
Rebels at Work: SLA 2015 Conference
Rebels at Work: SLA 2015 Conference Rebels at Work: SLA 2015 Conference
Rebels at Work: SLA 2015 Conference
Lois Kelly
 
How to be a brilliant change agent
How to be a brilliant change agentHow to be a brilliant change agent
How to be a brilliant change agent
Helen Bevan
 
E3 the challenge of change from coping to thriving
E3 the challenge of change  from coping to thrivingE3 the challenge of change  from coping to thriving
E3 the challenge of change from coping to thriving
ocasiconference
 
Collective leadership - Zoe Lord & Kate Pound
Collective leadership - Zoe Lord & Kate PoundCollective leadership - Zoe Lord & Kate Pound
Collective leadership - Zoe Lord & Kate Pound
Zoe Lord
 
Masterclass: the Sir Peter Carr Partnership Awards
Masterclass: the Sir Peter Carr Partnership AwardsMasterclass: the Sir Peter Carr Partnership Awards
Masterclass: the Sir Peter Carr Partnership Awards
Helen Bevan
 
Only Babies Like A Change
Only Babies Like A ChangeOnly Babies Like A Change
Only Babies Like A Change
fmbabs49000
 

Similar to Workplace Change and Transition by Catherine Adenle (20)

Leading change in challenging times
Leading change in challenging timesLeading change in challenging times
Leading change in challenging times
 
Change management
Change managementChange management
Change management
 
Change management at workplace | Bookingjini
Change management at workplace | Bookingjini Change management at workplace | Bookingjini
Change management at workplace | Bookingjini
 
Can you hear me now
Can you hear me nowCan you hear me now
Can you hear me now
 
Leading Change in Challenging Times for Kirklees Council
Leading Change in Challenging Times for Kirklees CouncilLeading Change in Challenging Times for Kirklees Council
Leading Change in Challenging Times for Kirklees Council
 
Teva UK leading change in challenging times
Teva UK  leading change in challenging timesTeva UK  leading change in challenging times
Teva UK leading change in challenging times
 
Disruption an agent of constructive change
Disruption an agent of constructive changeDisruption an agent of constructive change
Disruption an agent of constructive change
 
Principles Of Change Management
Principles Of Change ManagementPrinciples Of Change Management
Principles Of Change Management
 
The Change Challenge
 The Change Challenge  The Change Challenge
The Change Challenge
 
Succeeding with the Messy Work of Change
Succeeding with the Messy Work of ChangeSucceeding with the Messy Work of Change
Succeeding with the Messy Work of Change
 
Accelerating Growth by Accelerating Adoption of Cloud Services
Accelerating Growth by Accelerating Adoption of Cloud ServicesAccelerating Growth by Accelerating Adoption of Cloud Services
Accelerating Growth by Accelerating Adoption of Cloud Services
 
Catalyzing students and trainees as agents of change
Catalyzing students and trainees as agents of changeCatalyzing students and trainees as agents of change
Catalyzing students and trainees as agents of change
 
Overcoming Your Immunity To Change
Overcoming Your Immunity To ChangeOvercoming Your Immunity To Change
Overcoming Your Immunity To Change
 
"Signed, Sealed Delivered": leading improvement in a new era
"Signed, Sealed Delivered": leading improvement in a new era"Signed, Sealed Delivered": leading improvement in a new era
"Signed, Sealed Delivered": leading improvement in a new era
 
Rebels at Work: SLA 2015 Conference
Rebels at Work: SLA 2015 Conference Rebels at Work: SLA 2015 Conference
Rebels at Work: SLA 2015 Conference
 
How to be a brilliant change agent
How to be a brilliant change agentHow to be a brilliant change agent
How to be a brilliant change agent
 
E3 the challenge of change from coping to thriving
E3 the challenge of change  from coping to thrivingE3 the challenge of change  from coping to thriving
E3 the challenge of change from coping to thriving
 
Collective leadership - Zoe Lord & Kate Pound
Collective leadership - Zoe Lord & Kate PoundCollective leadership - Zoe Lord & Kate Pound
Collective leadership - Zoe Lord & Kate Pound
 
Masterclass: the Sir Peter Carr Partnership Awards
Masterclass: the Sir Peter Carr Partnership AwardsMasterclass: the Sir Peter Carr Partnership Awards
Masterclass: the Sir Peter Carr Partnership Awards
 
Only Babies Like A Change
Only Babies Like A ChangeOnly Babies Like A Change
Only Babies Like A Change
 

More from Catherine Adenle

8 Ways to Thrive During Change at Work (Infographic)
8 Ways to Thrive During Change at Work (Infographic)8 Ways to Thrive During Change at Work (Infographic)
8 Ways to Thrive During Change at Work (Infographic)
Catherine Adenle
 
4 Components of Successful Change Implementation in Organizations (Infographic)
4 Components of Successful Change Implementation in Organizations (Infographic)4 Components of Successful Change Implementation in Organizations (Infographic)
4 Components of Successful Change Implementation in Organizations (Infographic)
Catherine Adenle
 
How to Implement Change: 5 Key Elements (Infographic)
How to Implement Change: 5 Key Elements (Infographic)How to Implement Change: 5 Key Elements (Infographic)
How to Implement Change: 5 Key Elements (Infographic)
Catherine Adenle
 
21 Critical Questions to Ask before Change Management
21 Critical Questions to Ask before Change Management21 Critical Questions to Ask before Change Management
21 Critical Questions to Ask before Change Management
Catherine Adenle
 
12 Ways to Cope with Job Loss
12 Ways to Cope with Job Loss12 Ways to Cope with Job Loss
12 Ways to Cope with Job Loss
Catherine Adenle
 
Infographic: How to Make a Great Impression at Work
Infographic: How to Make a Great Impression at Work Infographic: How to Make a Great Impression at Work
Infographic: How to Make a Great Impression at Work
Catherine Adenle
 
20 Smart and Compelling Questions to Ask Interviewers (Infographic)
20 Smart and Compelling Questions to Ask Interviewers (Infographic)20 Smart and Compelling Questions to Ask Interviewers (Infographic)
20 Smart and Compelling Questions to Ask Interviewers (Infographic)
Catherine Adenle
 
20 Effective Ways to Involve and Support Employees During Organizational Change
20 Effective Ways to Involve and Support Employees During Organizational Change 20 Effective Ways to Involve and Support Employees During Organizational Change
20 Effective Ways to Involve and Support Employees During Organizational Change
Catherine Adenle
 
How to Get Promoted at Work
How to Get Promoted at WorkHow to Get Promoted at Work
How to Get Promoted at Work
Catherine Adenle
 
Infographic: 20 Smartest Ways to Snag a Job Now
Infographic: 20 Smartest Ways to Snag a Job NowInfographic: 20 Smartest Ways to Snag a Job Now
Infographic: 20 Smartest Ways to Snag a Job Now
Catherine Adenle
 
20 Ways to Be Indispensable at Work (Infographic)
20 Ways to Be Indispensable at Work (Infographic)20 Ways to Be Indispensable at Work (Infographic)
20 Ways to Be Indispensable at Work (Infographic)
Catherine Adenle
 
How to Deal with a Heavy Workload (Infographic)
How to Deal with a Heavy Workload (Infographic)How to Deal with a Heavy Workload (Infographic)
How to Deal with a Heavy Workload (Infographic)
Catherine Adenle
 
Danger Sign Job Interview Questions (Infographic)
Danger Sign Job Interview Questions (Infographic)Danger Sign Job Interview Questions (Infographic)
Danger Sign Job Interview Questions (Infographic)
Catherine Adenle
 
How to Deal with a Bully at Work - Infographic
How to Deal with a Bully at Work - InfographicHow to Deal with a Bully at Work - Infographic
How to Deal with a Bully at Work - Infographic
Catherine Adenle
 
Reasons Why Employees Resist Change (Infographic)
Reasons Why Employees Resist Change (Infographic)Reasons Why Employees Resist Change (Infographic)
Reasons Why Employees Resist Change (Infographic)
Catherine Adenle
 
7 Tips on Dealing with a Bully at Work
7 Tips on Dealing with a Bully at Work  7 Tips on Dealing with a Bully at Work
7 Tips on Dealing with a Bully at Work
Catherine Adenle
 
Social Media: Making it work for you
Social Media: Making it work for youSocial Media: Making it work for you
Social Media: Making it work for you
Catherine Adenle
 
Get Hired! Ace That Job Interview
Get Hired! Ace That Job InterviewGet Hired! Ace That Job Interview
Get Hired! Ace That Job Interview
Catherine Adenle
 
Getting Your Ideal Job by Catherine Adenle
Getting Your Ideal Job by Catherine AdenleGetting Your Ideal Job by Catherine Adenle
Getting Your Ideal Job by Catherine Adenle
Catherine Adenle
 

More from Catherine Adenle (19)

8 Ways to Thrive During Change at Work (Infographic)
8 Ways to Thrive During Change at Work (Infographic)8 Ways to Thrive During Change at Work (Infographic)
8 Ways to Thrive During Change at Work (Infographic)
 
4 Components of Successful Change Implementation in Organizations (Infographic)
4 Components of Successful Change Implementation in Organizations (Infographic)4 Components of Successful Change Implementation in Organizations (Infographic)
4 Components of Successful Change Implementation in Organizations (Infographic)
 
How to Implement Change: 5 Key Elements (Infographic)
How to Implement Change: 5 Key Elements (Infographic)How to Implement Change: 5 Key Elements (Infographic)
How to Implement Change: 5 Key Elements (Infographic)
 
21 Critical Questions to Ask before Change Management
21 Critical Questions to Ask before Change Management21 Critical Questions to Ask before Change Management
21 Critical Questions to Ask before Change Management
 
12 Ways to Cope with Job Loss
12 Ways to Cope with Job Loss12 Ways to Cope with Job Loss
12 Ways to Cope with Job Loss
 
Infographic: How to Make a Great Impression at Work
Infographic: How to Make a Great Impression at Work Infographic: How to Make a Great Impression at Work
Infographic: How to Make a Great Impression at Work
 
20 Smart and Compelling Questions to Ask Interviewers (Infographic)
20 Smart and Compelling Questions to Ask Interviewers (Infographic)20 Smart and Compelling Questions to Ask Interviewers (Infographic)
20 Smart and Compelling Questions to Ask Interviewers (Infographic)
 
20 Effective Ways to Involve and Support Employees During Organizational Change
20 Effective Ways to Involve and Support Employees During Organizational Change 20 Effective Ways to Involve and Support Employees During Organizational Change
20 Effective Ways to Involve and Support Employees During Organizational Change
 
How to Get Promoted at Work
How to Get Promoted at WorkHow to Get Promoted at Work
How to Get Promoted at Work
 
Infographic: 20 Smartest Ways to Snag a Job Now
Infographic: 20 Smartest Ways to Snag a Job NowInfographic: 20 Smartest Ways to Snag a Job Now
Infographic: 20 Smartest Ways to Snag a Job Now
 
20 Ways to Be Indispensable at Work (Infographic)
20 Ways to Be Indispensable at Work (Infographic)20 Ways to Be Indispensable at Work (Infographic)
20 Ways to Be Indispensable at Work (Infographic)
 
How to Deal with a Heavy Workload (Infographic)
How to Deal with a Heavy Workload (Infographic)How to Deal with a Heavy Workload (Infographic)
How to Deal with a Heavy Workload (Infographic)
 
Danger Sign Job Interview Questions (Infographic)
Danger Sign Job Interview Questions (Infographic)Danger Sign Job Interview Questions (Infographic)
Danger Sign Job Interview Questions (Infographic)
 
How to Deal with a Bully at Work - Infographic
How to Deal with a Bully at Work - InfographicHow to Deal with a Bully at Work - Infographic
How to Deal with a Bully at Work - Infographic
 
Reasons Why Employees Resist Change (Infographic)
Reasons Why Employees Resist Change (Infographic)Reasons Why Employees Resist Change (Infographic)
Reasons Why Employees Resist Change (Infographic)
 
7 Tips on Dealing with a Bully at Work
7 Tips on Dealing with a Bully at Work  7 Tips on Dealing with a Bully at Work
7 Tips on Dealing with a Bully at Work
 
Social Media: Making it work for you
Social Media: Making it work for youSocial Media: Making it work for you
Social Media: Making it work for you
 
Get Hired! Ace That Job Interview
Get Hired! Ace That Job InterviewGet Hired! Ace That Job Interview
Get Hired! Ace That Job Interview
 
Getting Your Ideal Job by Catherine Adenle
Getting Your Ideal Job by Catherine AdenleGetting Your Ideal Job by Catherine Adenle
Getting Your Ideal Job by Catherine Adenle
 

Recently uploaded

Call8328958814 satta matka Kalyan result satta guessing
Call8328958814 satta matka Kalyan result satta guessingCall8328958814 satta matka Kalyan result satta guessing
Call8328958814 satta matka Kalyan result satta guessing
➑➌➋➑➒➎➑➑➊➍
 
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
Neil Horowitz
 
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
2024-6-01-IMPACTSilver-Corp-Presentation.pdf2024-6-01-IMPACTSilver-Corp-Presentation.pdf
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
hartfordclub1
 
DearbornMusic-KatherineJasperFullSailUni
DearbornMusic-KatherineJasperFullSailUniDearbornMusic-KatherineJasperFullSailUni
DearbornMusic-KatherineJasperFullSailUni
katiejasper96
 
Chapter 7 Final business management sciences .ppt
Chapter 7 Final business management sciences .pptChapter 7 Final business management sciences .ppt
Chapter 7 Final business management sciences .ppt
ssuser567e2d
 
Lundin Gold Corporate Presentation - June 2024
Lundin Gold Corporate Presentation - June 2024Lundin Gold Corporate Presentation - June 2024
Lundin Gold Corporate Presentation - June 2024
Adnet Communications
 
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
IPLTech Electric
 
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your TasteZodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
my Pandit
 
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
APCO
 
2022 Vintage Roman Numerals Men Rings
2022 Vintage Roman  Numerals  Men  Rings2022 Vintage Roman  Numerals  Men  Rings
2022 Vintage Roman Numerals Men Rings
aragme
 
Pitch Deck Teardown: Kinnect's $250k Angel deck
Pitch Deck Teardown: Kinnect's $250k Angel deckPitch Deck Teardown: Kinnect's $250k Angel deck
Pitch Deck Teardown: Kinnect's $250k Angel deck
HajeJanKamps
 
The Steadfast and Reliable Bull: Taurus Zodiac Sign
The Steadfast and Reliable Bull: Taurus Zodiac SignThe Steadfast and Reliable Bull: Taurus Zodiac Sign
The Steadfast and Reliable Bull: Taurus Zodiac Sign
my Pandit
 
一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理
一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理
一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理
taqyea
 
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Stone Art Hub
 
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
 
Business storytelling: key ingredients to a story
Business storytelling: key ingredients to a storyBusiness storytelling: key ingredients to a story
Business storytelling: key ingredients to a story
Alexandra Fulford
 
TIMES BPO: Business Plan For Startup Industry
TIMES BPO: Business Plan For Startup IndustryTIMES BPO: Business Plan For Startup Industry
TIMES BPO: Business Plan For Startup Industry
timesbpobusiness
 
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
The Most Inspiring Entrepreneurs to Follow in 2024.pdfThe Most Inspiring Entrepreneurs to Follow in 2024.pdf
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
thesiliconleaders
 
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
Lacey Max
 
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
BBPMedia1
 

Recently uploaded (20)

Call8328958814 satta matka Kalyan result satta guessing
Call8328958814 satta matka Kalyan result satta guessingCall8328958814 satta matka Kalyan result satta guessing
Call8328958814 satta matka Kalyan result satta guessing
 
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
 
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
2024-6-01-IMPACTSilver-Corp-Presentation.pdf2024-6-01-IMPACTSilver-Corp-Presentation.pdf
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
 
DearbornMusic-KatherineJasperFullSailUni
DearbornMusic-KatherineJasperFullSailUniDearbornMusic-KatherineJasperFullSailUni
DearbornMusic-KatherineJasperFullSailUni
 
Chapter 7 Final business management sciences .ppt
Chapter 7 Final business management sciences .pptChapter 7 Final business management sciences .ppt
Chapter 7 Final business management sciences .ppt
 
Lundin Gold Corporate Presentation - June 2024
Lundin Gold Corporate Presentation - June 2024Lundin Gold Corporate Presentation - June 2024
Lundin Gold Corporate Presentation - June 2024
 
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
 
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your TasteZodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
 
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
 
2022 Vintage Roman Numerals Men Rings
2022 Vintage Roman  Numerals  Men  Rings2022 Vintage Roman  Numerals  Men  Rings
2022 Vintage Roman Numerals Men Rings
 
Pitch Deck Teardown: Kinnect's $250k Angel deck
Pitch Deck Teardown: Kinnect's $250k Angel deckPitch Deck Teardown: Kinnect's $250k Angel deck
Pitch Deck Teardown: Kinnect's $250k Angel deck
 
The Steadfast and Reliable Bull: Taurus Zodiac Sign
The Steadfast and Reliable Bull: Taurus Zodiac SignThe Steadfast and Reliable Bull: Taurus Zodiac Sign
The Steadfast and Reliable Bull: Taurus Zodiac Sign
 
一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理
一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理
一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理
 
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
 
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
 
Business storytelling: key ingredients to a story
Business storytelling: key ingredients to a storyBusiness storytelling: key ingredients to a story
Business storytelling: key ingredients to a story
 
TIMES BPO: Business Plan For Startup Industry
TIMES BPO: Business Plan For Startup IndustryTIMES BPO: Business Plan For Startup Industry
TIMES BPO: Business Plan For Startup Industry
 
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
The Most Inspiring Entrepreneurs to Follow in 2024.pdfThe Most Inspiring Entrepreneurs to Follow in 2024.pdf
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
 
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
 
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
 

Workplace Change and Transition by Catherine Adenle

  • 1. Workplace ChangeWorkplace Change andand TransitionTransition Redirecting your thoughts and overcoming fearRedirecting your thoughts and overcoming fear ByBy Catherine AdenleCatherine Adenle http://catherinescareercorner.comhttp://catherinescareercorner.com
  • 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

Editor's Notes

  1. - 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.
  2. 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
  3. 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.
  4. 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
  5. 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.
  6. 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.
  7. 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
  8. Note: Read out – show title first. Read questions one by one and allow time to complete answers – This is a personal moment.
  9. 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.
  10. 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."
  11. 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.
  12. 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.
  13. 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.
  14. [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)
  15. Be the change you desire – Gandhi
  16. Any questions?