Instructor: Hank Sobah Managing Change Instructor: Hank Sobah

CHANGE What is change? How is change perceived in your organization? How can you improve the change process so it will go smoother? Why must there be change? Can people be taught or led to enjoy change?

The Reality of Change Change alone is unchanging. - Heraclitus (c. 535-c. 475 B.C.), Greek philosopher. All things change, nothing is extinguished. . . . There is nothing in the whole world which is permanent. Everything flows onward; all things are brought into being with a changing nature; the ages themselves glide by in constant movement. - Ovid (43 B.C.-A. D. 17), Roman poet. A living thing is distinguished from a dead thing by the multiplicity of the changes at any moment taking place in it. - Herbert Spencer (1820-1903), English philosopher. All things must change to something new, to something strange. - Henry Wadsworth Longfellow Change is the constant, the signal for rebirth, the egg of the phoenix. - Christina Baldwin Nothing endures but change. - Heraclitus

The Conflict of Change Change means movement. Movement means friction. Only in the frictionless vacuum of a nonexistent abstract world can movement or change occur without that abrasive friction of conflict. God, grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference. - Reinhold Niebuhr Most of us are about as eager to be changed as we were to be born, and go through our changes in a similar state of shock. They always say that time changes things, but you actually have to change them yourself. - Andy Warhol If we don't change, we don't grow. If we don't grow, we aren't really living. - Gail Sheehy

The Impact of Change Change has a considerable psychological impact on the human mind. To the fearful it is threatening because it means that things may get worse. To the hopeful it is encouraging because things may get better. To the confident it is inspiring because the challenge exists to make things better. - King Whitney, Jr. We must become the change we want to see. - Mahatma Gandhi Men make history, and not the other way around. In periods where there is no leadership, society stands still. Progress occurs when courageous, skillful leaders seize the opportunity to change things for the better. - Harry S. Truman

More on the Impact of Change on Reality The future is not a result of choices among alternative paths offered by the present, but a place that is created--created first in the mind and will, created next in activity. The future is not some place we are going to, but one we are creating. The paths are not to be found, but made, and the activity of making them, changes both the maker and the destination. - John Schaar, futurist In a time of drastic change it is the learners who inherit the future. The learned usually find themselves equipped to live in a world that no longer exists. - Eric Hoffer Life is like a dogsled team. If you ain't the lead dog, the scenery never changes. - Lewis Grizzard

What things can you easily change within an organization? Culture Climate

Culture Changing the culture of an organization takes the full commitment of every leader within the organization. You cannot just tell people, "From now on its going to be done this way." Example: when the Armed Forces started to integrate women more fully into what was traditional male jobs, a great resistance was put forth by the men who believed that the type of soldiering skills they were performing, could only be performed by men. Many of them believed in equal rights, but the culture they worked and lived in made them believe that their work was strictly a man's job...they could not picture a women doing a job that was traditionally performed by males.

Climate Climate is a feeling by the employees on how they perceive something should be done at the minute. These feelings can normally be changed within a few hours, days or weeks. The workers get these feelings from their leaders, both formally and informally. Feelings are transmitted to them by how their leaders act and model, and what they praise and ignore. For example, you believe your department needs to provide better customer service. You then take the necessary actions to help your department start performing customer service better. In the majority of organizations, your actions will not be met with great resistance throughout the ranks. Why? Because "not providing good customer service" is not part of the heritage of most organizations. Some of them may not believe they have to provide great customer service because they never have, they are the only organization providing the service they sell, etc. So if someone wants to change it, it does not really affect others in the organization.

Five fairly certain principles of change Change happens. It will happen to you. New owner, new boss, new systems, new standards: Any or all are likely to be a part of your career. Expect it. Change isn’t fair. Successful operations get sold. Popular bosses get replaced. Hard-working employees lose jobs. It doesn’t seem right. But good people displaced by change usually do well in the long run. Change creates more work. New leaders change systems, seek efficiencies, and set new goals, all of which can result in increased workloads for staff. The additional work may be permanent or temporary, a burden or an opportunity. Change requires communication. Poor communication makes change more difficult. Leaders should explain changes of system and philosophy, but often do it poorly. Employees can reduce confusion and frustration by seeking answers rather than making assumptions. Change can be a time of self-renewal. Employees who carefully analyze their new situation may find themselves rededicated to their employer, or ready to move to a workplace that is a better fit for them.

Five fairly good pieces of advice about change Be a saver. Save money, of course. It can embolden and cushion you, if you find yourself in a worst-case change scenario. (Don’t ever ever pass up a date with a 401k plan.) But be a saver of stuff, too. That means your best work. Great stories. Clippings. Awards. Memos of praise. Doing this does not make you an egomaniac. It makes you prepared to prove your worth to some future boss. Suspend disbelief. This is tough. But start with the assumption that a new regime may have some good ideas. After all, think of all the things you’ve complained about for years. The old ways weren’t always the best ways. Forgive the newbies for little sins at the outset–for things that are oversights or ignorance. Give them a little time to learn. Communicate. If change requires communication, remember your part in it. Confused? Concerned? Ask questions. Be a reporter. Learn everything you can about the new regime. Knowledge is power, especially in times of change. Rumors can devastate morale–yours. Don’t get caught in the rumor game. Get all the facts you can.

Fairly good advice (cont’d) Consider the O-L-R equation. In the end, there are three things that determine your job satisfaction: Occupation-Location-Remuneration. Occupation: Do you like your job? Do you look forward to going to work? Do you believe in the goals of the organization? Are you challenged? Do you feel respected, valued? Are you doing good work? Location: Do you care about your community? Like the weather? Live near family? Love your neighbors? Feel comfortable and connected? Feel you can bloom where you’re planted? Remuneration: Are you paid what you’re worth? Sure, we all want more, but are you getting a fair wage? Are you rewarded in other ways: with training, good assignments, growth opportunities? Check your O-L-R equation. What do you have? One of three? Two? Three of three? Based on your equation, you can decide whether it is time to leave or stay in your current job. If you have three of three, don’t be tempted to switch jobs for a few dollars more. Not unless you know without a doubt that the new position is another three-out-of-three. Think cultural anthropology. Yup. When your gut is churning from dealing with change, and you think your workplace is going downhill, take a cue from cultural anthropologists.

The Cheese Experience An A-Mazing way to deal with change In your work and life Based on the #1 Bestselling Business Book Who Moved My Cheese by Dr. Spencer Johnson

"Perhaps the only person who likes change is a wet baby." Anonymous

Describe your situation Describe a current situation in which you or others are having difficulty dealing with change. How do you feel about the situation? How do you think it will turn out?

How many of you are afraid of change? If You Are Afraid of Change? PLEASE STAND UP

How many of you think OTHER PEOPLE afraid of change? If You Think OTHER PEOPLE Are Afraid of Change? PLEASE STAND UP

Most of us are more afraid of change than we would like to admit What does that tell you? Most of us are more afraid of change than we would like to admit -- even to ourselves

Are you comfortable where you are? Change Where You Are Sitting Now! Change Quickly Preferably within One Minute

Change Imposed is Change Opposed How Do You Feel When You Are Told To Change Quickly But Do Not Know Why? Change Imposed is Change Opposed

When YOU Choose To Change, You Gain How Would You Feel About Choosing A Reliable Way To Change And Succeed In A Rapidly Changing World? When YOU Choose To Change, You Gain

The 3 Goals of this Program are to: Provide you with a new and positive way of looking at change, so it works to your advantage Give you a fun language and method of thinking that will accelerate your, and your organization’s ability to change Show you a reliable way to win by doing what works in changing times What would you like to have happen as a result of participating in this program?

Program Part One Introduction and Goals Who Moved My Cheese? - The Movie! Reading the Handwriting on the Wall In Your Own Situation Who Are You In The Story?

Program Part Two Parts of All of Us Relating To Sniff, Scurry, Hem & Haw Journey of Loss and Gain Imagining Your New Cheese Summary and Review Sharing Cheese Now, At Work and At Home

Understanding Through Animation Who Moved My Cheese? The Movie

Having Cheese Makes You Happy Cheese is a symbol for whatever is important to you – the way you do your job, relationships with other people, health, peace of mind, etc. The Maze is where you look for cheese – your organization, community or family What is your cheese, and where are you looking for it?

Is Your Cheese… More Respect at Work? A Raise? Better Health? More Time with the Family? More Peace of Mind? Have you really thought about what your Cheese is? What is important to you at work or in your life?

The more important Cheese Is To You, The More You Want to Hold Onto It! What are you holding on to? What do you need to let go of – if you want to succeed in a changing situation Is it an old way of doing your job – or behaving Is it letting go of old products? An old marketing plan? An old idea of what your customers really want? An old idea of what your job is, or how you do your job?

What are you holding on to? What do you need to let go of – if you want to succeed in a changing situation Is it an old way of doing your job – or behaving Is it letting go of old products? An old marketing plan? An old idea of what your customers really want? An old idea of what your job is, or how you do your job?

If You Do Not Change, You Can Become Extinct Is there a threat that you are becoming extinct in the old way you are doing things? Do you know the names of once-powerful companies or institutions that are now extinct? Was it because the did not change? Or individuals who could not change and have lost what they had? Some examples: Pan Am, Woolworth’s, The League of Nations. Who else can you think of?

Where will you find your new cheese? It’s Safer to Search in the Maze than Remain in a Cheeseless Situation! Do you realize there is always New Cheese in the Maze – Whether you Believe It Or Not? Where will you find your new cheese?

Why does this frighten you? What are you afraid of? Why does this frighten you? What would you do differently – in the way you do your job, or live your life – if you were completely unafraid? How would these new actions improve your situation?

When you Move Beyond Your Fear, You Feel Free! How Good do you think you will feel when you move beyond your fear to find new cheese? Do you remember a time when you finally did something you were afraid to do? How did it feel? What was the outcome? SMELL THE CHEESE OFTEN SO YOU KNOW WHEN IT’S GETTING OLD What changes are occurring in your industry or your life that will help you see what you are doing that is old and ineffective? Have you looked closely enough to notice the changes that could affect you?

The Quicker you let go of Old Cheese The Sooner you find New Cheese Can you change quickly enough to succeed in a rapidly changing world? What is keeping you from changing now? What actions can you take soon? Do you realize – the longer you wait, the harder it is to change? The sooner you adapt, the better off you’ll be!

When you change what you believe you change what you do! List some new beliefs you could adopt today about change, that would work to your advantage Example: Instead of losing from change, I can gain from the change… Example: Instead of distrusting the simple answers, I’m going to do the simple things that work when things change…

Who are you in the story? Each character illustrates potential parts of ourselves. Which character most represents the way you typically deal with change? Sniff – Who can smell change in the air? Scurry – Who goes into action immediately? Hem – Who doesn’t want to change? NOT FAIR! Haw – Who is startled by change, but then laughs at himself and moves on to enjoy New Cheese?

Which Character do You Identify With? Which character most represents the way you typically deal with change – and why? After you have written down which character you identify with, move to the corner of the room of the character you relate to. Discuss and write down – What excites you about change? What scares you about change? Select a spokesperson to present a summary for the whole group.

Scurry – Sees what is needed an takes action immediately What excites Scurry about change? What scares Scurry about change Sniff – Sees early signs of change before others are aware What excites Sniff about change? What scares Sniff about change Haw – Can you laugh at yourself for not wanting to change, then move on to explore the maze and enjoy the New Cheese? What excites Haw about change? What scares Haw about change Hem – Do you hem and haw in a new situation and wish change wasn’t happening? What excites Hem about change? What scares Hem about change

End of Part I 15 Minute Break

Program Part Two Parts of All of Us Relating To Sniff, Scurry, Hem & Haw Journey of Loss and Gain Imagining Your New Cheese Summary and Review Sharing Cheese Now, At Work and At Home

Are you comfortable where you are now? Did you go back to old habits and sit with people you know?

Please change where you are sitting -- Again Change Quickly Preferably within One Minute

How did it feel to change this time – any difference? Are you choosing a new way to adapt to change that you can use to your advantage? When YOU choose to Change, YOU Gain!

The Sniff, Scurry, Hem and Haw Parts of All of Us We may have a little bit of each of these characters in us which we can use to help us deal with change. During this next interactive exercise, share what you feel – the more you participate, the more you will learn about yourself

How can you Sniff out change and succeed? The Sniff in You: How can you Sniff out change and succeed? Expect Change to Occur at Work & In Life Sniff out small changes now that alert you to the larger changes that lay ahead. Adapt – change what you are doing – and win! Identify a situation where you behaved like Sniff and discuss with the person next to you -2 minutes each -

How can you Scurry into Action and succeed? The Scurry in You: How can you Scurry into Action and succeed? Once you haved sniffed out the changes that are happening, get moving in a new direction ASAP. If you get lost, change your direction by taking a different action. Adapt – change what you are doing - and win! Identify a situation where you behaved like Scurry and discuss with the person next to you -2 minutes each -

How can you Avoid Losing like Hem? The Hem in You: How can you Avoid Losing like Hem? Don’t deny that change is happening! Don’t Hem and Haw – go beyond your comfort level or fears. Don’t get angry, bargain or become depressed. If you play Hem’s victim game you will be left behind. Adapt – Change what you are doing – and Win! Identify a situation where you behaved like Hem and discuss with the person next to you -2 minutes each -

How can you be like Haw and succeed? The Haw in You: How can you be like Haw and succeed? Get in touch with reality – change is occurring. Adjust – laugh at yourself if you are resisting change See yourself enjoying something better and go into the Maze for New Cheese! Adapt – Change what you are doing – and Win! Identify a situation where you behaved like Haw and discuss with the person next to you -2 minutes each -

Remember – We may see all of these types not only in ourselves, but (in reality) as in our leaders as well. Sniffs can help us know when to change, Scurrys can help us change quickly. Haws can lead the way once they see the way and Hems can help us stay the same Each type can lead the way, but be aware – Haws can sometimes be leaders in the WRONG DIRECTION – They can hold people back from pursuing New Cheese!

But How do We Relate to the Others? Relating to “Sniffs” Sniffs can help you create a vision of New Cheese by sniffing out change and its opportunities Sniffs want to work with organizations and be in families that recognize change and adapt in time Encourage Sniffs to identify changes that result in new products and services that customers want – or, new ways to enjoy a better family

But How do We Relate to the Others? Relating to “Scurrys” Scurrys are energetic and like to get things done quickly Scurrys need to clearly focus on the Vision of New Cheese so they don’t waste resources scurrying off in the wrong direction Scurrys want to work with organizations and be in families that value action and results Support and reward Scurrys for their innovative ways of finding new cheese Encourage Scurrys to take new actions – Now!

But How do We Relate to the Others? Relating to “Hems” Hems are anchors who slow things down Hems are too comfortable or too afraid to change and they do not realize the danger in not changing Position change in a way that shows Hems that changing will increase their sense of security Provide Hems with a sensible Vision of New Cheese where they can see how changing works to their advantage

But How do We Relate to the Others? Relating to “Haws” Haws are reluctant to change, but can adapt in time Haws understand people’s reluctance to change and can paint a realistic vision of New Cheese that makes sense to others Haws like to be in organizations and families that bring out the best in people and give them training and tools to change Encourage Haws to expect change to happen and actively look for it,

Hem and Haw’s Journey of Loss Both react in similar ways to loss of their cheese at cheese station C Both experienced the Stages of Loss that people go through Relate the stages of Loss to your Organization and to your Experience

Hem and Haw’s Stages of Loss DENIAL – Hem and Haw first deny that the Cheese had been moved, and returned to the same situation every day ANGER – They get angry with the fact that “Their Cheese” has been moved. It isn’t fair!” BARGAINING – They make a mutual bargain: We’ll keep coming back every day, arrive earlier and stay later – if they’ll just put the cheese back! DEPRESSION – They become depressed. They both lose weight and do not sleep well. Later, Hem becomes so depressed he won’t even take pieces of New Cheese handed to him by his friend. ACCEPTANCE – In the end, Hem just seems to accept the loss and remains at Cheese Station C. Haw also accepts the loss for a while, but finally laughs at himself and moves on in a new direction.

Haw’s Journey of Gain Though he goes through the stages of loss, he adjusts and goes through stages of Gain ADJUST – Changes the way he looks at change so it works to his advantage IMAGINE – Begins to imagin what New Cheese could be like. This image gives him confidence to into the maze where he continues to visualize enjoyment of New Cheese ACTION – Even when going in the wrong direction, he feels the joy of action – knowing that he can always change directions. Knowing this helps him find his way. PROGRESS – Like most of us, Haw doesn’t progress directly to his goal. He gets confused and lost – taking one step forward and two steps back – until he finds Cheese Station N. ACHIEVEMENT – He journeys from loss to gain – goes past his comforts and his fears, imagines enjoying the new cheese – until he achieves. He wins!

Turning “Hems” into “Haws” Show Hems “The Handwriting on the Wall” so they realize how changing works to their advantage and that NOT changing is dangerous. The VISION lights the way for Hems to proceed through the Maze with a greater sense of safety If Hems choose to enter the Maze, they will find it is not as scary as they had feared. If they become Haws, the CAN find New Cheese. The biggest challenge is turning Hems into Haws before the Hems become extinct! If the VISION is clear enough, it assumes the burden of Leadership

Move Your Own Cheese Change your beliefs about change Change how you see change so it works to your advantage – by seeing it not a s a loss, but as a pathway to “gain.” Imagine your new cheese See yourself enjoying your gain in realistic detail so you come to believe it and enjoy pursuing it. Take Action Do things differently and gain something better

What could Your Cheese be?

Imagining Yourself Enjoying New Cheese, Even Before You Find It, Leads You To It When people see the possibility that a change will help us gain something better, it reduces our fear and encourages us to go into action.

Imagine something that you would like to see happening at work or in life. Paint such a clear picture that you already Feel yourself enjoying it Think of it as “To Brie or Not To Brie” Close your eyes, smile and imagine how you want things to brie

Can Imagine Yourself Enjoying Write A Description Of The “New Cheese” You Can Imagine Yourself Enjoying In Your Private Notes

Imagine what you DID to make it happen Describe the feelings you imagined you felt as you made it happen

Why is it the Some Things That People Envision Never Happen? The Missing Ingredient is PASSION

Picture Plus Passion Powers You Through the Maze

What Excites You About The Picture You Have Painted Of What You Would Like To Have? Capture that Passion – That Feeling – And Apply It To Finding Your New Cheese

Vision and Reality. Imagine the results that you want Hold that vision until it is reality ENJOY THE FEELING “The single most important thing that you can do to enjoy changing is to see yourself gaining something better.”

They Keep Moving the Cheese Change Happens - They Keep Moving the Cheese Anticipate Change - Get Ready for the Cheese to Move Monitor Change - Smell the Cheese So You Know When It Is Getting Old Adapt Quickly - The quicker you let go of Old Cheese, the Sooner you can enjoy New Cheese Change - Move with the Cheese Enjoy Change! – Savor The Adventure and Enjoy The Taste of New Cheese Be Ready to Quickly Change & Enjoy Change Again & Again They Keep Moving the Cheese

How We Learn SHARING Whatever you share – 10% Read 20% Hear 30% See 50% See and Hear 70% Discuss 80% Experience 95% SHARE SHARING Whatever you share – especially within the next 24 hours – will help you remember more, understand more And apply it to your own situation

Sharing Cheese at Work Share the story with the people you work with. Use the Cheese Language to help them sniff out change, scurry into action, stop hemming and hawing and start enjoying New Cheese

“Personnel Change” The President of a turbine engine component company gave the “Cheese” book to everyone he worked with. Before long, the all saved time and had fun using the “Cheese” language as they talked with each other about all the changes going on in their company. After they all knew the cheese story and were able to kid each other about who they were in the story, they noticed real improvement in the organization. During a meeting about a significant change, one person stood up and said “Hey, they just moved our cheese! Let’s find some new cheese.” They were then able to move forward. As their president said, “What would have taken us weeks before, has now taken us very little time. We are able to change quickly and are enjoying it!”

Some Benefits of Cheese at Work Creates a “Change Friendly” culture. Helps people adjust quickly – let go of Old Cheese sooner and move on to find New Cheese – in a rapidly changing environment Gives a common “Cheese” metaphor and language that is fun to use and saves time. Sniff out the competition – Scurry on to the next project – Don’t get hemmed in and left behind – Laugh at your fear – Search for New Cheese What other benefits can you think of?

Sharing the Cheese Story at Home Read the cheese story to your family. Discuss who they think you are – Sniff, Scurry, Hem or Haw – and who they think they are. Ask each other what your family’s Old Cheese is and what your New Cheese could be.

Benefits of Sharing Cheese at Home Brings family together. Parents become role models for change Children see the benefits of changing early in life The family can find and enjoy New Cheese. What do you think might happen when you share this at home?

“Smell the Cheese Often” Meetings What old cheese are we holding on to? What could our new cheese be? What would we do if we weren’t afraid? How will we feel when we find our New Cheese? How can we do things differently to find our New Cheese?

How will you use what you’ve learned in this class? Talk with the person next to you - 2 Minutes Each - The more you share, the more you remember, and the more you will be able to understand and apply to your own situation. Discuss what might be useful from this, and how it could benefit.

Go back to the situation you described at the beginning Are you now seeing things differently? How do you feel now about the situation you or others are dealing with in your work or in your life that you described earlier? What can you do differently to succeed? What do you want the outcome to be? Write these things down so you realize what’s possible from dealing more effectively and rationally with change.

Cheese on the Internet: Share your experiences with others Learn how others are dealing with change Become part of a change community online www.whomovedmycheese.com

“You have brains in your head. You have feet in your shoes “You have brains in your head. You have feet in your shoes. You can steer yourself in any direction you choose. You're on your own. And you know what you know. And YOU are the guy who'll decide where to go.” -Dr. Seuss