Are You Managing The Change? Or Is The Change Managing You? Kimberly A. Miller, Ph.D.

What is Change? “A new state that is created by altering, removing, exchanging or eliminating the current state in which you are existing.” ~Kimberly A. Miller, Ph.D.

How is Changed Perceived? Good/Positive Opportunity Better/different Relief Answer to prayer Gift More control Gain Bad/Negative Things were fine/tolerable Unexpected Unprepared Unwanted Stress Less control Loss

What Affects Perceptions of Change? Situations/circumstance Skill set (ability to practice) Power/control Value/benefit Level of preparation Communication Level of coping/resources Accuracy of expectations Filters/past experiences/beliefs

Why is Change Hard? Fear comes first Reactionary is the norm Outside your comfort zone Modification of mindset Unprepared Baggage Bad is stronger than good

Steps In Organizational Change Management

Assessment What do you want to change? Why do you want to change it? What are the specific results you are seeking? Are there multiple ways to obtain the results? Have you tried the change in the past and its failed?

Centrality of Control in Change Impacts Empowerment Resources Anticipate Future Level Of Control

Anticipate The Future Instills predictability & stability Path clearly laid out (know what to expect) Identify obstacles with plan to navigate them Describe the destination and take it one step at a time

Obtain/Preserve Resources Are challenges exceeding capabilities? How many assimilation points do they have left? Reduce # of change initiatives Do they need skills/practice? Self care/coping (feel but don’t stay stuck) Actively meet employees needs

Empowerment Give employees a voice in the change process Share power/ownership Allow them to own the change Participate in its implementation Perspective Where is your focus?

Impacts Reduce direct effects Over communicate New behaviors easy/old one’s hard Over communicate Explain the “why” Connect change to values/identity Teach skills and provide practice time Don’t change too much at once

Communication Plan What is changing and why? (include timeline) How will life be different in their world? Detail flow of information, frequency of updates and feedback process Check receipt of the message Describe the desired outcome (link to vital behaviors) Detail the opportunities/gifts in the change

Shrink the Change 1 Coaches are masters at this Instill hope and possibility – see further than the players can Focus on attaining a sequence of small, visible goals (empower them to get an easy “win”)

Results Pyramid Where are You Focused? 2

Areas To Create Experiences 3 Personal: Communication about change/partnership in change effort Skills taught and linked to their values/identity Dedicated practice time, support & reinforcement Social: Identify & leverage influencers, have them teach others Make undiscussable discussable Change is talked about all the time Accountability/feedback (out group) Structural/environmental: Supports change: Hard to do wrong/easy to do right What are your broken windows?

Identify Vital Behaviors 3 What are the behaviors that maintain what you do and don’t want? It’s never just one behavior Where should there be problems but there are none? What behaviors are these people doing that get the “right” result? Must provide dedicated practice time Reward these behaviors

Dealing With Resistance

Reasons For Resistance Low trust Challenges their competence Risk vs. benefits Attached to the “old” ways No role models for change It may really be a bad idea

Do you have a Path Problem? 1 When people defy directions, first ask Why.... (could just be drawn to an easier path) Are your employees on a change path that is clear of obstacles? Tweak the environment to make the right behaviors a little easier and the wrong ones a little harder If you can change the path you can change the behavior

Questions

References Heath, C. & Heath, D. (2010). The Switch: How to Change Things When Change is Hard. Crown Business: New York. Connors, R. & Smith, T. (2011). Change the Culture Change the Game. Penguin Group: New York. Patterson, K., Grenny, J., Maxfield, D., McMillan, R., & Switzler, A. (2008). Influencer. McGraw Hill: New York.

Kimberly A. Miller & Associates Law Enforcement Consulting Services Leading You to Excellence www.KimberlyMillerConsulting.com Dr.Miller@KimberlyMillerConsulting.com 970-492-5037