1. Change The Complex Process of Adapting to Reality…

2. Change… 1.Lorem … 2.Ipsum. 3.Dolor sit amet, 4.Consectetur adipisicing

3. Change And Transition Change A situational event External Starts with a beginning Transition A process over time Internal Starts with an ending and then gets messy in the middle… Based on work of William Bridges

4. Starting at the End When Change Happens – Something Else Ended. What is a significant thing in your own life/org that “ended” when some new “change” was introduced?

5. Organizational Change image credit: Daryl Conner, Figure 4, page 88 Present StateTransition State Desired State

6. Present StateTransition State Desired State Noticing the Transition What transition state is currently uncomfortable in your organization – something that is not what it was, but also not what it could be?

7. Predicting the Path of Change There are predictable responses to the reality of change Kubler-Ross Death and Dying Model Conner’s Response to Change Curve Each model shows a “dip” in productivity and attitude with the onset of change

8. Gap Analysis Current State Desired State Cost and Savings Projected Length of Time to Implementation Hooray! Let’s Go! ENDING NEW BEGINNING

9. THE TRANSITION CYCLE ENDING NEW BEGINNING Denial Anger Shock Resistance Fear Anger Frustration Confusion Stress Approach-Avoidance Enthusiasm Impatience Creativity Anxiety Energy Hope Acceptance Skepticism NEUTRAL ZONE Based on work of William Bridges and Elizabeth Kubler Ross

10. How You’d Like It to Go Skiers ENDING NEW BEGINNING Denial Anger Shock Resistance Fear Anger Frustration Confusion Stress Approach-Avoidance Enthusiasm Impatience Creativity Anxiety Energy Hope Acceptance Skepticism NEUTRAL ZONE Based on work of William Bridges and Elizabeth Kubler Ross How it Really Goes

11. “Y” moment: When I had worked through my reservations and was ready to give it a try Talking About Change Talking about change up front can enhance the resilience of those who have to live with the reality of it. “X” moment: When I first began to think about it

12. Support / Inspiration Relentless Commitment Leadership Differentiation: Relentlessness & Compassion ENDING NEW BEGINNING Denial Anger Shock Resistance Fear Anger Frustration Confusion Stress Approach-Avoidance Enthusiasm Impatience Creativity Anxiety Energy Hope Acceptance Skepticism NEUTRAL ZONE Based on work of William Bridges and Elizabeth Kubler Ross Sober Selling

13. Doing Something Helpful… Pick an area of significant change in your org, and locate where you and/or your colleagues are on the curve. For an upcoming change that you know about – what X Moments could you create for those impacted? OR What leadership stance/support might be useful? Sober Selling Relentlessness Inspiration and Support Sober Selling Relentlessness Inspiration and Support

14. Resources… William Bridges, Transitions Daryl Connors, Managing At the Speed of Change Alan Deutschman, Change or Die Howard Gardner, Changing Minds John Kotter, Managing Change To Reduce Resistance Elisabeth Kubler Ross, On Death and Dying Dana Meadows, Limits To Growth Dean Ornish, Program For Reversing Heart Disease www.mgs-us.com

15. Thank you Maureen MacCarthy maureen@mgs-us.com