Change awareness, a refresher No. 1 The change curve Paul Clarke Improvement Business Improvement Group

Myths and Realities about Change Transitions Content Myths and Realities about Change Transitions What help is available to deal with transitions 06 April 2019

When you think about change what comes mind Fear Excitement Not in control Chaos 3 06 April 2019

When you think about change what comes to mind Fear Excitement Not in control Chaos 4 06 April 2019

What level of change do you like? Willing to modify 1 or 2 things Basically working Champion of change Do it now Incremental Love Change Dislike Change Moderate Change Status quo Like it as is Willing to make change Managed and controlled Where you position yourself is strongly linked to how you feel 06 April 2019

What level of change do you like? Willing to modify 1 or 2 things Basically working Champion of change Do it now Incremental Love Change Dislike Change Moderate Change Status quo Like it as is Willing to make change Managed and controlled Is it affected by how you feel ? Where you position yourself is strongly linked to how you feel 06 April 2019

7 7 How many of you have read this article? Ask for summary of article from participants…the cliff notes version. 7 06 April 2019 7

MYTH REALITY 90% of patients don't sustain changes in the unhealthy lifestyles that worsen their severe heart disease and greatly threaten their lives. Crisis is a powerful impetus for change 8 06 April 2019

MYTH REALITY It's too easy for people to go into denial of the bad things that might happen to them. Compelling, positive visions of the future are a much stronger inspiration for change. Change is motivated by fear 9 06 April 2019

MYTH REALITY Our thinking is guided by narratives, not facts. When a fact doesn't fit our ‘mental models’ we reject it. Also, change is inspired best by emotional appeals rather than factual statements. The facts will set us free 10 06 April 2019

MYTH REALITY Small, gradual changes are always easier to make and sustain Radical, sweeping changes are often easier because they quickly yield benefits. 11 06 April 2019

MYTH REALITY Our brains have extraordinary "plasticity”…we can continue learning complex new things throughout our lives, assuming we remain truly active and engaged. We can't change because our brains become "hardwired" early in life, Old dogs new tricks ! 12 06 April 2019

Change Vs Transition It isn’t the changes that do you in, it’s the transitions. Change is not the same as transition. Change is situational: the new site, the new boss, the new team roles, the new policy. Transition is the psychological process people go through to come to terms with the new situation. Change is external, transition is internal. (William Bridges) 06 April 2019 Source: William Bridges, Managing Transitions: Making the Most of Change

EMOTIONAL CYCLE OF CHANGE Phase I. Uninformed Optimism OPTIMISM Phase V. Success Phase II. Reality Phase IV. Informed Optimism Phase III. A) Determination & Commitment PESSIMISM There are 2 curves that we use to describe the emotional cycle of an individual during change. Curves show us that we can make some predictions based on the line and trajectory as to how we might manage or lead through it - the words or states of mind allow us to connect to our thinking So in this curve: Phase 1 – Uninformed optimism – great we are reorganizing the department Phase 2 –reality – oh no, you mean I’m getting a new manager? Phase 3 –you have a choice – you can give up – should I go find another job? Or you can commit and move forward – I’ll give it a shot, it could be OK. Phase 4 – informed optimism Phase 5 – success Definitely notice the shape of the curve – which matches our emotional cycle. We are high, then pessimism sets in, then if we can be determined and push through everything comes out OK. OR B) Giving Up Time 06 April 2019 Source: William Bridges, Managing Transitions: Making the Most of Change 14

I will or start at endings and see for each zone REACTIONS TO CHANGE New Beginnings PHASES OF TRANSITION Endings Enthusiasm Confidence Denial Adaptation Hurt Shock Optimism Fear Hope Transition Anger Testing Frustration Understanding Confusion Acceptance Chaos Stress Awareness Review change curve. We talked a lot about the phases and what to expect in each phase. This simply attaches common reactions and feelings we experience in each of those phases. Give me a show of hand based on where you think the majority of your feelings fell into I will or start at endings and see for each zone What affected where you placed yourself? Let’s consider time as an example… Ambivalence Giving Up 15 William Bridges – Managing Transitions (Modified) Time 15 06 April 2019 Source: William Bridges, Managing Transitions: Making the Most of Change 15

How can you tell where you are “ I don’t believe it” “It won’t work” “But I’ve always” “It’s ok in theory but” “When we reach…” “When we are….” “My plans are to …” “When we achieve …” “Yes but ….” “I Haven’t got time .. “ “This company always ……” “I’ve no idea” “What’s the implication of ….” “What will this mean to …” “Lets try ….” “What about..” “Phase” you may hear 06 April 2019

General Approaches to support INFORMATION & COMMUNICATION INVOLVEMENT & ENCOURAGEMENT INDIVIDUAL SUPPORT CLEAR DIRECTION & GUIDELINES General Approaches to support 06 April 2019

Crucial Conversations Influencer INFORMATION & COMMUNICATION Communicate the vision, and direction of the project/business to everyone and do it frequently Explain the rationale Communicate face to face Ensure senior managers take responsibility for the communication Communicate openly and honestly Develop a clear communication strategy with transparent feedback loop Use different media for different messages INVOLVEMENT & ENCOURAGEMENT Consult people affected about the changes where practicable Involve those in the changes that affect them personally Praise people for their efforts and encourage them further Seek out “champions” and use them to support others INDIVIDUAL SUPPORT Provide opportunities for people to express their thoughts and feelings about the changes Enable individuals to develop personal actions plans Encourage managers to get people to talk about the changes with their teams Provide individual support where necessary Recognition of achievement and difficulties CLEAR DIRECTION & GUIDELINES Provide training and coaching as soon as possible Give people a clear outline of what is expected of them after the changes Implement changed HR policies and practices as soon as is practicable Crucial Conversations Influencer General Approaches to support Specific Approaches 06 April 2019

CHANGE A bend in the road is not the end of the road unless you fail to make the turn 06 April 2019

Business Improvement Group Help with transitions Books What else Training in Crucial conversation and Influencer can be arranged Targeted assistance to help you help your teams with transition contact Paul Clarke Ext. 88010 Improvement Business Improvement Group 06 April 2019