Change Dynamics

Dealing with Change “It’s not the change that does you in –it’s the transition.” William Bridges

D + V + CA > C Dissatisfaction + Vision + Concrete Action > Costs

Dissatisfaction Don’t be too quick to make people comfortable and resolve dissatisfaction

DISSATISFACTION PRODUCTIVITY STRESS Stress and dissatisfaction are powerful motivators until they reach a certain level.

Vision Vision must be specific and attainable but big enough to capture the heart.Vision must be specific and attainable but big enough to capture the heart. Vision can be lost in less than a month!

Vision What’s Involved? 2. Contextual Engagement: Assets, passions and needs 3. Faith Community: Assets, passions, and needs 1. Missional Identity (Purpose and Guiding Principles) VISION Vision Emerges

CONCRETE ACTIONS (eventually you have to do something!) D + V – CA = Frustration Concrete Actions provide an opportunity for movement D + V + CA = Change

If any piece of the equation is missing, the possibility for change is greatly reduced. Change involves costs: Grief, anger, conflict, loss If the impetus for change is not greater than the price the result is destructive or failure to change

Conflict Intensity Chart

A profile of change openness

Change through polarization When the polarities fight, the middle watches!

Change through “tipping” the system When you engage the middle and read the system, everyone can be involved!

Seven Dynamics of Change 1. If you don’t feel awkward doing something new, then you’re not doing something new. 2. The first question people ask regarding change is, “What am I going to lose?” 3. People feel alone even if everyone else is also going through the same changes. 4. People are always at different levels of readiness for change.

Seven Dynamics of Change 5. There is a limit to how much change a person can handle. 6. Expect concern about available resources. 7. If you take the pressure off, people will revert back to their old behaviors.