An introductory presentation on Organization Change/Change Mgt. A helpful overview on change to present to teams who are driving and/or experiencing change. Good for use during lean/six sigma efforts. Basic info, but helpful and easy to present. Go to Finikel.com and request ppt version. We'll be happy to send.

1. ORGANIZATIONAL CHANGE
An Introductory Lesson On
Transition Management

2. Definition
(3 parts)
Transition management is a focus
on creating readiness for change (2)
and overcoming resistance (3) by
understanding change at individual,
group and organizational levels (1).

3. Predictable Change Pathways
Elisabeth Kubler-Ross
Denial
T
Anger
I
Bargaining
M
Depression
E
Acceptance
Individual & Organizational
Denial
Resistance
Exploration
Commitment

4. Change:
In Modern Day Society
Fact of life
– Radio
– Television
– Internet
All change creates stress /
Too much can be overwhelming
– Dr Thomas Holmes & Dr Richard Rahe
– Disabling stress has doubled - 6yrs
– 75-90% visits to primary care physicians
– 1million people / day
– 8 hr day - 1.8 hrs worked

5. How Change
Can Affect You
PHYSICALLY
– Immune System Health
– American Institute of Stress
EMOTIONALLY
– 2X - 1920’s
MENTALLY
– 72%
??

6. Why Workplace
Changes Are Stressful
People define themselves by what they do
Job is very important
Job can be family, belonging, security
– Maslow’s hierarchy of human needs
• Physiological and safety needs
• Affiliation and belonging needs
Job represents the future

7. Initial Organizational
Responses To Change
Lower productivity
Morale problems
Increased absenteeism
Withdrawal
Higher frustration
Rampant rumor mill

8. 3 Phases Of Transition
ENDINGS - We let go of something
stable, known, and dependable
NEUTRAL ZONE - We are forced to
hang in mid-air, without
orientation to the past or future
BEGINNINGS - We plunge headlong
into something unknown and
unknowable - our own future

9. Endings
DISENGAGEMENT
DISIDENTIFICATION
DISENCHANTMENT
Endings may begin with change in an event, or in a state of mind
Endings don’t come in any particular order
Comprehension of endings can be useful

10. Neutral Zone
The gap between the old way
and the new
In some cases, most difficult and
time consuming

11. Beginnings
Genuine beginnings start from
within
When ready to make a new start,
opportunities present themselves
Preoccupation with results, may
be damaging

12. Definition(2):
“creating readiness for change”
Sell Problems Not Solutions
The only difference between a
problem and a solution is that
people understand the solution.
Charles Kettering

13. Encouraging New
Organizational Changes
Explain basic purpose behind the change
Explain how the outcome from the change will look
Lay out game plan for implementing the change
Make people accountable

14. Helping People
Deal With Change
Identify what’s finished
Give information over and over again
Mark the ending
Treat the past with respect
PAST

15. Definition(3):
“overcoming resistance ”
Organizational Change
(?)* “change friendly”
(?)* “sit on the fence”
(?)* “are resisters”
* 3 populations

16. Leaders of Change
CHANGE MANAGEMENT
– Understand the destination and how to get there
TRANSITION MANAGEMENT
– Convince or motivate* the people to leave
home
* Motivation

17. How To Make
“Change As The Norm”
Clarify your mission *
– Know what you are trying
to accomplish
– Make sure everyone else
knows
Build trust *
“Sell Problems Not
Solutions” *
* COMMUNICATE
??

18. BOTTOM LINE:
THE COMPONENTS OF CHANGE
“Game” Skills/ Motivation/
Vision Plan Ability Resources Trust
= “GO FOR IT”
= Confusion
= False Starts
= Anxiety
= Frustration
= “Thrown For
a Loss”