LEADING CHANGE.

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Presentation transcript:

LEADING CHANGE

Outline of Leading Change Module The Nature of Change A model for understanding human responses to change Actions for introducing/Leading Change The Forces Causing Change Understanding Change resistance Identifying perceived losses and opportunities for Change Developing Change Resilience in yourself and others Leading Change Workshop for Managers

Leading Change Workshop for Managers The Nature of Change “to make the form, content or future course of something different from what it is or from what it would have been if left alone” Change disrupts the status quo Breaks the momentum and continuities that represent the steady streams of our lives and organization Shocks us out of a comfortable place into discomfort The heart of change is movement, transition and discontinuities Leading Change Workshop for Managers

Leading Change Workshop for Managers The Nature of Change…. 2 Aspects of Changes nature profoundly influence the course of change and its impact on people. The more disruptive a change is to the status quo, the greater it diminishes the capacity to envision the future. The path of change is unpredictable, even to the leaders. There are always unintended consequences – you may get a lot more than you expected or none of what you hoped. Once initiated Change takes its own course, people other than the leader can influence its future. The leader must remain engaged with the change, providing on-going direction and guidance, working to shape the change as it evolves. Leading Change Workshop for Managers

The Journey Through Change Learning, Acceptance and Commitment Comfort and Control Looking Back Looking Forward Inquiry, Experimentation, and Discovery Fear, Anger, and Resistance Chaos Leading Change Workshop for Managers

Characteristics of Comfort and Control Comfortable Safe Everything’s fine Happy Satisfied No problems Positive Rewarding In control I’m okay, you’re okay People feel comfortable, safe, and in control. They are working hard – but often on the wrong things Leading Change Workshop for Managers

Characteristics of Fear, Anger, and Resistance Frustration Anger Fearful Betrayed Upset Confused Challenged Leading Change Workshop for Managers

Characteristics of Fear, Anger, and Resistance (contd.) Hostility Anxiety Self-doubt Lost Dazed People feel frustrated, angry, and fearful about the change. Performance deteriorates Leading Change Workshop for Managers

Characteristics of Inquiry, Experimentation, and Discovery Confused Questioning Hopeful Opportunity Frustrated Disappointed Challenged Half-way there! Making Progress Leading Change Workshop for Managers

Characteristics of Inquiry, Experimentation, and Discovery (contd.) Going in all directions at once Searching for solutions Exciting! Innovation/creativity People want to make the change work on their terms as well as those of the organization – but they don’t have clear answers Leading Change Workshop for Managers

Characteristics of Learning, Acceptance, and Commitment Now I know! Energized Success! We made it! Relief Wow! Self Confidence Satisfied Comfortable What’s next? People are focused on and excited about the future. They begin working together to accomplish the change vision Leading Change Workshop for Managers

Getting Struck in the Journey When people get stuck here... It can lead to this… Comfort and Control Complacency and Obsolescence Fear, Anger, and Resistance Sickness & Depression Inquiry, Experimentation, Anxiety and Lack of and Discovery Integration Learning, Acceptance and Gradual Drift ”Backward” into Commitment Comfort and Control Leading Change Workshop for Managers

Leading Change Workshop for Managers In Your Small Group… What specific actions can we take to help Ourselves Others Along the emotional journey through change. Leading Change Workshop for Managers

Actions for Comfort and Control Acknowledge their successful past. Get people’s attention! Sell the need for change … sell the pain and consequences of not changing. Immerse people in information about the change…customers complaints, budget data, increasing cost, competitive pressures. Let people know it will happen – one way or the another! Give people time to let the ideas sink in. Don’t sell the solutions…sell the problem. Leading Change Workshop for Managers

Actions for Fear, Anger, and Resistance Co-create the vision Listen, listen, listen. Acknowledge people’s pain, perceived losses, and anger. Strive to address their perceived losses. Tell people what you know - and what you don’t know. Don’t try to talk people out of their feelings. Discuss ways to solve the problems people see with the change. Encourage discussion, dissent, disagreement, debate…keep people talking Leading Change Workshop for Managers

Actions for Inquiry, Experimentation and Discovery Give people freedom and direction. Give people permission to find their own solutions. Encourage people to take risks. Affirm and refine the vision – make room for others’ ideas. Tell other people as much as you know. Encourage teamwork/collaboration. Encourage personal reflection and learning. Provide people with training and support. Set short- term goals. Leading Change Workshop for Managers

Actions for Learning, Acceptance and Commitment Acknowledge their hard work. Celebrate success and accomplishments. Reaffirm the vision. Bring people together towards the vision. Acknowledge what people have left behind. Develop long-term goals and plans. Provide tools and training to reinforce new behaviors. Prepare people for the next change Leading Change Workshop for Managers

Leader Action… Learning, Acceptance and Commitment Comfort and Control Stability Learning, Acceptance and Commitment Comfort and Control 4 Create a felt need for change Stabilize and sustain the change Looking Back 1 Looking Forward Leader Actions Revise and Finalize the change plan 3 Introduce the change 2 Inquiry, Experimentation, and Discovery Fear, Anger, and Resistance Chaos Leading Change Workshop for Managers

Leading Change Workshop for Managers In Your Small Group What specific action can we take to introduce, lead, and sustain a specific change in our organization? Identify actions that help you a. Initiate or introduce the change. b. Respond to the emotional needs of the people at the respective stage. c. Meet the noted “ key challenge” Leading Change Workshop for Managers

Leading Change Workshop for Managers Create a Felt need Identify what needs to change. Identify why it must change – identify the problem that needs to be solved. Immerse them in the data from the customer, from other stakeholders, from the organization’s performance successes and failures. Identify the consequences for the organization of not solving the problem or not responding to the challenge. Get their attention – give people a reason to ,move out of comfort and complacency Leading Change Workshop for Managers

Leading Change Workshop for Managers Introduce the Change Ask people to solve the “problem.” Offer your own possible solutions and strategies. Work with others to co – create a shared change vision. Guide people in exploring the positive outcomes. Listen to people’s objections, concerns, fears, and perceived losses. Acknowledge their fears and perceived losses. Invite people to offer ideas to offset the losses and realized the benefits. Integrate their concern about and ideas for improving change. Leading Change Workshop for Managers

Revise and Finalize the Change Help people Identify/explore the hidden opportunities Define the future of the change on their terms and those of the organization Invent creative solutions to the challenges Continue to identify obstacles to change acceptance that must be overcome – explore the hidden opportunities. Encourage people to find creative answers to their questions about the change. Adjust the change vision, strategy and plan in response to the ideas and answers offered by stakeholders. Leading Change Workshop for Managers

Stabilize and Sustain the Change Develop action steps for stabilizing, reinforcing, and sustaining the change: Give people time to mourn their actual losses Provide skill and knowledge training Revise job descriptions Develop new reward systems Strengthen social connections and relationships Recognize and celebrate accomplishments Develop performance measures to evaluate the results from the change Make adjustments to change vision and strategy to reflect new learning and insights. Challenge people to be open to new challenges, forces, and pressures for the next change. Leading Change Workshop for Managers

Leading Change Workshop for Managers The art of progress is to preserve change amid order and preserve order amid change. -Alfred North Whitehead British mathematician and philosopher (1861-1947) Leading Change Workshop for Managers

Leading Change Workshop for Managers Forces of Change … External Forces Technology Economy Market Niche Human/Social Needs and Values Government Policies Internal Forces Leadership and vision Workforce Demographics Employee Dissatisfaction New Ideas Performance Failures Leading Change Workshop for Managers

Leading Change Workshop for Managers Exploring the Forces First by yourself… Identify the external and Internal forces for change that you see putting pressure on this organization… Then as a group: 1. Discuss your individual lists. 2. Explore agreement on the key forces. 3. Identify the consequences if the organization does not respond effectively to these forces. Leading Change Workshop for Managers

Responding to the Forces For each key force pressuring the organization the organization to change, identify at least three constructive ways in which the organization can respond effectively. Leading Change Workshop for Managers

Leading Change Workshop for Managers is inevitable, Growth is optional Leading Change Workshop for Managers

Leading Change Workshop for Managers There is nothing more delicate to take in hand, nor more dangerous to conduct, nor more doubtful of success, than to step up as a leader in the introduction of changes. For he who innovates will have for his enemies all those who are well off under the existing order of things, and only lukewarm supporters in those who might be better off under the new. - Niccolo Machiavelli The Prince, 1527 Leading Change Workshop for Managers

Leading Change Workshop for Managers Origins of Resistance Some people fear loss. Some people mistrust those who lead. Some people disagree on the change. Some people don’t tolerate change well. Leading Change Workshop for Managers

Leading Change Workshop for Managers In Your Small Group Which of the reasons for change resistance are the most likely causes of resistance in this organization or for this change? Identify at least two or three actions that change leaders and those affected by the change can take to help reduce or eliminate that source of resistance. Leading Change Workshop for Managers

We Value Resisters Because They clarify the problem. They identify other problems that need to be solved first. They force change leaders to think before they implement the change. Their tough questions can strengthen and improve the change. They let us know opposes the change. They slow down the change. They might be right, it is a dumb idea! Leading Change Workshop for Managers

Leading Change Workshop for Managers The Crisis of Change… Danger! Hidden Opportunity Leading Change Workshop for Managers

Leading Change Workshop for Managers The PERCEIVED Losses… Job Security Psychological Comfort and Security Control over One’s future Purpose/ Meaning Competence Social Connections Leading Change Workshop for Managers

The PERCEIVED Losses Territory Future Opportunities Power Social Status Trust in Others Independence and Autonomy Of these potential losses, Which are people most likely To experience from the coming changes? What can we do to reduce or Eliminate these losses. Leading Change Workshop for Managers

Leading Change Workshop for Managers In Your Small Group Discuss the most likely perceived losses from the change Identify at least two or three actions people can take to reduce, eliminate, or offset the perceived loss with a hidden opportunity. Leading Change Workshop for Managers

Leading Change Workshop for Managers Human Nature… People want to maintain control over their lives. People develop self-confidence and psychological health by building stable and effective relationship with others. Our sense of control, comfort, and well- being results from the degree of certainty we have about our lives and our future. Change disrupts our ability to predict what’s in store for us. The more a change disrupts our ability to envision our future, the greater our confusion, fear, anxiety, and self doubt. Leading Change Workshop for Managers

Leading Change Workshop for Managers Change Nuggets…. The absence of change is death to the future of any organization; presence of change perceived as chaotic and relentless can lead to organization disintegration People want to maintain control over their lives. Change is inevitable; growth is optional Change is difficult because it moves people out of their comfort zone People don’t resist change as much as they resist being changed Resistance to change occurs for a reason Leading Change Workshop for Managers

Leading Change Workshop for Managers Change Nuggets…. People respond to change differently, based on their personalities, histories, personal visions, or perceptions of the surrounding environment You can’t change people only them can make the choice to change The complexity and size of change matters You can never communicate too much during a difficult and complex change Resilience is important Leaders don’t control change; they guide, shape and influence it Leading Change Workshop for Managers

Leading Change Workshop for Managers Resilience is… The ability to recover from or adjust easily to misfortune or change. The capability of a strained body to recover its size and shape after being subjected to adversity or stress. Leading Change Workshop for Managers

Develop Your Resilience Self-Assured Clarity of Personal Vision Flexible Organized Problem Solver Interpersonal Competence Socially Connected Proactive Leading Change Workshop for Managers

Leading Change Workshop for Managers In Your Small Group Discuss your reactions to and questions about resilience and its dimensions. Identify three or four actions that leaders and individuals can take generally to develop and strengthen resilience in themselves and others. Leading Change Workshop for Managers

Leading Change Workshop for Managers Blessed are the flexible, for they shall not be bent out of shape. - Dr. Michael McGriffy Leading Change Workshop for Managers

Leading Change Workshop for Managers