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Welcome to

Leading others through change

Raising the Bar 11

from Julie Hogbin of

‘The Magic Rope’

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The Five Stages of Change

1. Denial

2. Defence

3. Discarding

4. Adaptation

5. Internalisation

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Timing of Personal Change

1. Innovator

2. Early Adopter

3. Early Majority

4. Late Majority

5. Change Resister

• Change has a lot to do with feelings• People need to see clear benefits before moving• Most of us prefer to stay where we are (even when the

going gets tough)

• Change does not benefit everyone• Feel better if you have power in determining your

future• Different people respond differently

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Findings

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Welcome to

Leading others through change

Raising the Bar 11

from Julie Hogbin of

Managing

the

Waves of Change

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Stewardship

• What is beneficial over the long term

• 7 generational thinking

• Doing what is ‘right’

• Not what ‘appears’ to be easiest

• Not for a quick win

• Not for a popular ‘vote’

• It is understandable by every person affected

• It can be explained in less than three minutes

• It gets a reaction that signifies both understanding and interest

• It is distinctive from, and compliments, your organisational vision

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The Vision Statement

Denial

Defence

Discard

ing

Adaptatio

n

Intern

alisatio

n

Performance Self esteem

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The Five Stages of Change

• At which point would you introduce new policies and procedures in the process?

• When would you provide support for staff to air their grievances?

• When would you arrange some form of team or group celebration?

• When would you encourage team members to try new ideas?

• When would you allow people to influence the proposed change?

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Questions

1. Intelligible information

2. Opportunity to develop new skills

3. Encouragement to try out:-a) New systems

b) New processes

c) New procedures

4. Empathy and understanding from management

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Rebuilding Self Esteem

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When People Change

3%13%

24%

44%

16%

 

Innovators Late Majority

Change Resistors

Early Majority

Early Adopters

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What is Your Submerged Iceberg?

• What is the culture of your organisation?

• What are the norms & values?

• Where are the power networks?

• What communication methods are in use?

‘Be the change you want to see in the world’

Ghandi

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