Understanding & Managing Change

Our Learning Objectives

To promote the idea that a positive self-image will help manage change To discuss how personal life changes are a part of life To discuss the effects of workplace change To discuss how whether change is positive, negative and why there is resistance to change To discover why change is GREAT

What Is Change ?
Change To Make Difference in Some Particular: ALTER To Make Radically Different: TRANSFORM To Give a Different Position, Course or Direction

-- Websters Collegiate Dictionary

Change as a Force in Our Lives

Change is all around us: all we need to do to verify this is to look around and see the effects of time.
Our own physical changes The neighborhoods we grew up in Alumni gatherings

So, the question for us to consider: Is all change the same?

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Your Experience with Change

Think back about a time in your personal life when you experienced change.
What was the change? What did you experience? How did you react to it? How did you resolve or accommodate the change?

Share your experience with a colleague at your table.

Reflecting on Change
So, what do your experiences about change tell us about the nature of change?
Hard or easy to accommodate to change? What determines whether its hard or easy to adjust to change?

What can we conclude about the nature of change?

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McRELs Definition of Change

A change is defined by the implications it has for the people expected to implement it and / or those who will be impacted by it.
The same change can be perceived differently by different stakeholders.
Source: Balanced Leadership Participants Manual, McREL, 2005

Magnitude of Change
Incremental Technical Continuous First-Order Fundamental Adaptive Discontinuous Second-Order

Source: Balanced Leadership Participants Manual, McREL, 2005

Order of Change
Definition: Order of Change
Order of change is the magnitude & implications of change for the people expected to implement them or those who will be impacted by them.

Source: Balanced Leadership Participants Manual, McREL, 2005

First-order Change
Definition: First-order Change
First-order change implies a logical extension of past & current practices intended to make incremental improvements in the current situation. First-order changes can be implemented with current knowledge and skills.

Source: Balanced Leadership Participants Manual, McREL, 2005

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Second-order Change
Definition: Second-order Change

Second-order change implies a fundamental or significant break with past & current practices intended to make dramatic differences in the current situation. Second-order changes require new knowledge and skills for successful implementation.
Source: Balanced Leadership Participants Manual, McREL, 2005

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Change in Your School

Think about something in your school / college that you would identify as 1st order change:

What characteristics made it 1st order change?

Now, think about something in your school / college that you would identify as 2nd order change?
What characteristics made it 2nd order?

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Understanding the Change Process

Innovating the most is not the goal Having the best ideas is not enough Appreciate the Implementation Dip Respect resistance Create a culture of change Understanding change as complex; not a checklist

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The Change Stages

Stage 2 Learning, acquiring, & practicing Stage 3 Stability

Stage 1 Awareness

Source: The Leadership Assignment: Creating Change, Raymond L. Calabrese

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Four Basic Premises of Change

The change trigger is often beyond the control of the people who experience it
The central focus of managing change must be on the people experiencing the change

Actions, behaviors and communication are the keys to successful change management
To manage change, manage yourself first, influence others later

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People Respond to Change.

At different rates

At multiple levels: personally, professionally, socially and organizationally

By seeing it as opportunity or danger Successfully, or by being resilient

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The Phases of Change

Source: Psychologist Kurt Lewin, 1958

Three Phases of Change: 1. The Present state 2. The Transition state 3. The Desired state
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The Phases of Change

Ending
Transition Beginning

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Phases 1
Present State Status Quo
Continues indefinitely-Not necessarily a good state

Force disrupts it
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Ending
The goal of this phase is to understand the change process and the steps needed to move through it Dealing with grief and loss issues Normalizing change Communication in the ending phase

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Phase 2
The Transition State An uncomfortable phase involving: High stress Instability Uncertainty

Result: Learn new attitude or behavior

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Transition
The goal of this phase is to regain the expected decreases in productivity Identifying priorities Identifying & minimizing resistance to change Identifying personal strengths, needs and resources Communication in the transition phase
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Phase 3
The Desired State New status Quo Comfortable feeling Note: Pain of present state must exceed the of the transition state
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Beginning
The goal of this phase is implementing the new Flexibility, focus & attitude Stress management for change Communication in the beginning phase Developing an action plan

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Managing Complex Change

Vision Skill Incenti ve Resour ces Action Plan

All elements are needed to effectively manage complex change Without visionconfusion Without skill-anxiety Without incentivegradual change Without resourcesfrustration Without action planfalse starts

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Flexibility
The ability to adapt or deal with ambiguity The ability to successfully handle several things at one time The ability to prioritize, delegate and provide clear communication

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Focus
The ability to grasp & share vision and long & short term goals The ability to celebrate gains made The ability to focus on solutions-not reasons for failure

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A Positive Attitude!
What are the attributes of a positive self-image or attitude? Why does it help with managing change?

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Attitude
The ability to be a stabilizing force The ability to take care of oneself The degree of belief that change breeds creativity

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Stress and Change

Uncertainty Preoccupation Myths Managing the speed of change Volume number of changes Momentum how long and length of time Complexity Mergers acquisitions

Disorientation
Emotional turmoil

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Negative Reponses to Change: Resistance

Daryl Conner 8 Stages for resistance to change in workplaces

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8 Stages of Resistance
1. Stability Status quo

2.
3. 4.

Immobilization Shock
Denial or rejection It wont happen to me. Anger - frustration or hurt

5.
6. 7. 8.

Bargaining deadlines, extensions, and reassignment

Depression Helplessness, hopelessness, sense of failure (some dysfunctional behavior) Testing Regaining a sense of control redefined goals Acceptance Realistic response, may not like it - productive framework

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Responses to Positive Change

Source: Daryl Conner

Five phases of positive resistance to change:

1. 2. 3. 4. Uninformed optimism Nave enthusiasm Informed pessimism Second thoughts good decision Hopeful Realism Becoming confident Informed Optimism Expect good with bad

5.

Completion - Acceptance

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Triggers for Negative Stress

Emotional demands arguments, conflict, personal news Physical demands Illness, overwork, loss of sleep

Environment factors floods, fires, hurricanes, cold & heat, toxins, or poisons
Hormonal factors Puberty, Premenstrual Syndrome, Menopause

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Make a Commitment to Change

1. Know the cost of change 2. Be committed to change 3. Be committed to the process 4. Set personal and professional goals

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The Self-Management Process

What am I telling myself? What other meaning(s) have I attached to this situation? How do I feel? What do I fear? What do I think it will look like? What can I do to help myself?
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Building Relationships
Understand and collaboration in an alliance of external & internal partners Create positive relationships; work to resolve negative relationships Appreciate diverse partners
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Creating & Sharing Knowledge

Generate & increase knowledge both inside & outside your school / college / workplace Create a collaborative culture that encourages knowledge sharing
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Making Coherence
Work through ambiguity that is present in the change process Recognize that creativity results at the edge of chaos Create coherence through the alignment of policies, assessment & professional development
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Principles of Adult Learning

BASIC ASSUMPTIONS:

People learn in different ways. Different methods facilitate learning for different people. Learning in any group will depend on the design of the session.

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Principles of Adult Learning

Adults learn best when
Theyre motivated. Motivation comes from the context, relevance & involvement level of the work. Learning is conducted as a partnership. Learning involves the learners primary learning mode & is interactive & experiential.
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Principles of Adult Learning Adults learn best when(cont.)

There is an understandable structure & reinforcement. Peoples attention & energy stay engaged & focused.

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What We Know About Change

Change will not stopit will only go faster No matter how well planned, it will not be trouble free Each of us is accountable to making change acceptable Complex change is typically accepted if enough time is allowed Rapid change can occur if its a small adjustment Most people initially resist rapid and complex change

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Habits for the Age of Change

Simplify Seize the initiative Learn or perish Take personal responsibility Accept the mess Focus on solutions Have a stress management plan
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Cause for Major Family Change

Positive Change
Marriage Children Job change New home Adoption Foster child Empty nest

Painful Change
Separation Divorce Illness Death Job loss Child leaves home

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Change is GREAT for Your Pocketbook

Better quality Speedier service Less costly More competition More innovation Job security

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Thank you

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