Change Management Leadership Institute Leading Through Change November 16-17, 2015 Dr. Derek Crews, SPHR, SHRM-SCP President, Workforce Builders, Inc., and Associate Professor of Management, Texas Woman’s University

Program Overview Module One: Understanding the Nature of Change (F2F, 11/16/15). Module Two: Preventing and Overcoming Resistance to Change (F2F, 11/16/15). Module Three: Planning and Implementing Change (Online, Dec 1-Jan 31). Module Four: Strategies and Skills for Communicating Change (Online Feb 1-Mar 31). Module Five: Sustaining Change (Online Apr 1-May 31). Module Six: Wrap-up and Debrief (F2F, June, 2016 in Austin)

Expectations Theory plus application Implementation plan: Development: Dec/Jan Communicate and Revise: Feb/Mar Implement: Apr/May Evaluate and Revise: June Online modules Reading assignments, video lecture, assessment, online discussions, assignment (implementation plan).

Agenda: Monday Understanding the Nature of Change Change Models Leadership Styles Force-Field Analysis

Ground Rules Enter into the discussion enthusiastically Give freely of your experience Allow and encourage others to contribute Listen attentively (one conversation at a time) Feel free to ask questions Give ideas space Keep confidences and assume others will Provide constructive feedback and receive it willingly Electronics in silent mode

“Change is the law of life. And those who look only to the past or the present are certain to miss the future.” John F. Kennedy (1963)

“Life is not a static thing. The only people who do not change their minds are incompetents in asylums who can’t, and those in cemeteries.” Everett M Dirksen (1965)

“You cannot step twice into the same river, for waters are continually flowing in” Heraclitus (500 BC)

“When you come to a fork in the road, take it.” Yogi Berra (whenever)

Creating Change “If you can’t predict the future, create it.” Peter Drucker

“Fatigue makes cowards of us all.” Vince Lombardi

Lewin’s Change Model

Agenda: Tuesday Stages of Resistance Perceptual Barriers to Change Understanding Resistance Overcoming Resistance Change Style Preferences

The Change Curve

Or, if you like emojis…

Source: Edwin G. Boring, “ A New Ambiguous Figure, ” American Journal of Psychology, July 1930, p Also see Robert Leeper, “ A Study of a Neglected Portion of the Field of Learning-the Development of Sensory Organization, ” Journal of Genetic Psychology, March 1935, p. 62. Originally drawn by cartoonist W.E. Hill and published in Puck, November 8, 1915.

Perceptual Barriers to Change

Dealing with Resistance to Change Why People Resist Change: The purpose of the change is not clear Uncertainty (fear of the future) Inconvenience (out of comfort zone) Self-interest (turf-protection) Loss (job) Control (loss of power) Those affected by the change are not involved in the planning for the change

Fear of failure (personal fear of failure to master new skills) Satisfaction with status quo Trust and respect of the one initiating the change is lacking Change points a finger and makes someone “wrong” Poor communications about the effect of the planned changes Perceived importance and value of the change is inadequate

Why Change Efforts Fail Lack of top level involvement/commitment Lack of information Lack of planning No strategic vision Lack of employee commitment

Strategies For Helping Others Cope With Change View resistance as a natural process Self-protection Emotional progression Information that you can act upon Positive steps toward change Listening (empathy) Create anchors for stability Helping identify/explore options for dealing with change Provide a safety net

“All is change; all yields its place and goes.”