1. Managing Change and Transition

2. Difference Between Change and Transition
“Change” is what has happened to us
“Transition” is how we adjust to what has happened to us

3. When it comes to change, there are three kinds of people:
Those who can make things happen,
Those who let things happen, and
Those who are always wondering “what the hell happened?”

4. Movie
Dr. Ben Bissell
TLO/Watch movie/discuss

5. Significant Emotional Event Two types: P__ & P__? Personal
What is a SEE?
Significant
Emotional
Event
Two types: P__ & P__?
Personal
Professional

6. Significant Emotional Event They N_____ & N____? Normal Necessary
What is a SEE?
Significant
Emotional
Event
They N_____ & N____?
Normal
Necessary
SEE – Significant Emotional Event.
What are the two types? Personal and Professional
Have any of you gone through a professional significant emotional event?
What happened after about a year?
Positive or negative effect?

7. Five Stages of Change - Significant Emotional Event (SEE)
Shock (or denial)
Flood of emotion (usually anger)
Bargain
Depression (grief)
Acceptance (intellectual/emotional)

8. The results of not dealing with change…
Burnout and quit job
Become difficult
Become emotionally or physically ill

9. Critical Steps in Dealing with Change
What is happening is normal and necessary
The stages are feelings and not behaviors
Employees will not move through the stages quicker than the manager
Employees must be allowed to deal with their anger – give them an outlet
All low morale is an anger problem

10. Critical Steps in Dealing with Change (continued)
All change produces fear
Increase information flow
During times of change, all perceptions are distorted.
Get the information you need
Tell your employees the truth

11. The Importance of Creating the “Familiar”
Keep things as familiar as possible
People need stability when going through change
Grieving is normal and necessary
Building a new support system

12. How can we help ourselves?
Realize that grieving is normal and necessary
Build a new support system
Accentuate the positive (see opportunities)

13. Coping with the Stress of Change
Take care of yourself physically/emotionally
Four physical signals
A body part
Breathing
Eating pattern
Sleeping pattern
You must have time to be a child again and to play

14. Leading Change Is Not Easy

15. Effective Leaders and Change
Effective leaders are comfortable with change;
They expect change to lead to opportunities that initiate further change
They learn from changes they made in the past and apply their experiences to future changes
They are ready to help others embrace change in order to find innovative means of planning and implementing the change

16. Critical Thinking Moment
Think back to a recent time when you observed others who were facing an unwanted change...
What did the people do, for better or for worse?
Was there was resistance and for what possible reasons?
Recall a time when you had to make a change yourself…
How did you introduce the change to your followers?
List what did and did not work during the introduction of the change?

17. Helping Others Deal with Change
Set the stage for change by sharing personal experiences involving change
Provide a history of the anticipated change and the present situation, give reasons for any changes, and outline the benefits of the change for the organization
 Help individuals to see the potential impact of the change by listing the skills and experiences they currently possess and the skills they will need to acquire in the future
Listen carefully to their questions and concerns. 

18. Helping Others Deal with Change
Tell people what will not be changed
List pros and cons associated with the change, identifying inhibiting forces against the change and positive forces for the change
Agree what resources and strategies will be needed for change.
List the necessary activities and decide on a timetable
Celebrate by confirming the partnership for the change
Acknowledge and thank individuals for their cooperation

19. Now You Help Others…
Your department is growing and will increase by 25 percent in the next two-years. The majority of the new hires will be interns with little or no experience. 
Your office plans to change from paper invoices and acceptance to a computer invoicing and acceptance system like Wide Area Workflow (WAWF).
Your organization is changing from a team set up where there is a pre-award team and a post-award team to a structure where each team supports specific customers and works their contracts from cradle-to-grave.
You work in a fee-for-service contracting office. A significant customer has chosen to use another contracting office for support and 25 percent of your workload must be replaced in order to support the current staffing.
Your office has been impacted by the BRAC and is relocating to a different geographic region. It is anticipated that more than 30% of your current workforce will choose not to relocate.

20. Change Management Summary
Change is normal and necessary.
Our job is to manage change and transition, or it will control us.