1. Leading Change Presenter: Stephanie Flanagan slm114@psu.edu 2015

2. Discussion Takeaways Understand the connection between change and transition—and why it matters! Identify self-management strategies to successfully move through the change and transition process Identify ways to support others (including colleagues and customers) to help them successfully move through the change and transition process Exhibit a proactive approach to leading change

3. 3 Change- Where are You? “Change? Oh no, not again!” “Change? Sounds like fun! I’m ready, willing and able!” https://www.youtube.com/watch?t=186&v=__IlYNMdV9E

4. Definition “It isn’t the changes that do you in, it’s the transitions. Change is not the same as transition. Change is situational: the new site, the new boss, the new team roles, and the new policy. Transition is the psychological process people go through to come to terms with the new situation. Change is external; transition is internal.” --William Bridges Managing Transitions: Managing the Most of Change

6. Two Types of Change Initiated Inherited

7. Three phases of transition From Managing Transitions: Managing the Most of Change

8. Three Phases of Transition The Neutral Zone Denial Anxiety Shock Confusion Resignation Anger Fear Trusting Excitement Impatience Acceptance Realization of Loss FrustrationCreativity Approach-Avoidance High StressConfusion Conflict Undirected EnergyGuilt Ending New Beginnings Relief/Anxiety Hopeful/Skeptical Enthusiasm

9. Four Stages of Self-Management 1.Identify the phase you are in. 2.Focus on opportunities. 3.Ask questions. 4.Employ strategies.

11. How to Help Yourself and Others During Transition Letting Go (Endings) Identify who’s losing what Don’t be surprised by overreaction Acknowledge the losses openly and sympathetically Expect and accept signs of grieving Give people information, and do it again & again Show how endings ensure the continuity of what really matters

12. How to Help Yourself and Others During Transition Neutral (somewhere between what was and will be) Make the most out of the situation Try to limit other unrelated/unexpected changes Encourage innovation/ experimentation Offer training and information sessions Help individuals be OK with the ambiguity and uncertainty– welcome dissent and other ways of thinking

13. How to Help Yourself and Others During Transition New Beginnings Be consistent in your messages and your actions Ensure quick successes: Reassure the believers, convince the doubters, and confound the critics Symbolize the new identity Celebrate the success

14. 14 Dealing with Ambiguity Accept uncertainty- it is the new reality Ask for information Contribute Talk with others Search for land mines Minimize surprises; find out what is expected of you Keep learning so you can adapt Help build a trusting environment

15. 15 Overcoming Resistance to Change: Isn’t It Obvious? http://www.youtube.com/watch?v=wU3bTkqHoXc&feature=related http://www.youtube.com/watch?v=wU3bTkqHoXc&feature=related Change (+) (-) No Change (+) (-) Demonstrate gains Eliminate pains Reduce comfort with status quo Emphasize current issues with status quo Source: Eliyahu Goldratt

16. Dewitt’s Advice Realize that change is possibility. Learn to live with uncertainty, yet act with confidence. Challenge the order in your life.

18. Personal Choices

19. A Simple Change Manifesto Stop being afraid Drop old habits Roll with the punches

21. 21 Action Planning As a result of today’s conversation, how will you help yourself and others create positive and lasting change within your work and your life?