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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
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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
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 BridgesManaging Transitions: Managing the Most of Change
Two Types of Change
• Initiated
• Inherited
Three phases of transition
From Managing Transitions: Managing the Most of Change
Three Phases of Transition
The Neutral Zone
Denial
Anxiety
Shock
Confusion
Resignation
Anger
Fear
Trusting
Excitement
Impatience
Acceptance
Realization of Loss
FrustrationCreativity
Approach-AvoidanceHigh StressConfusion
ConflictUndirected Energy Guilt
Ending
New Beginnings
Relief/Anxiety
Hopeful/Skeptical
Enthusiasm
Four Stages of Self-Management1. Identify the phase you are in.
2. Focus on opportunities.
3. Ask questions.
4. Employ strategies.
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
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
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
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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
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Overcoming Resistance to Change:
Isn’t It Obvious?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
Dewitt’s Advice
•Realize that change is possibility.
• Learn to live with uncertainty, yet act with confidence.
• Challenge the order in your life.
Personal Choices
A Simple Change Manifesto• Stop being afraid
• Drop old habits
• Roll with the punches
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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?
