Managing Change Open Forum: Supporting your team

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Supporting your team through times of change

Managing Change Open Forum

London

4 July 2014 Jan Shine Paullus Consultancy AUA CPD Consultant


Objectives of the session

Participants will have the opportunity to:

• consider effective ways to support colleagues before, during and after the implementation of change

• practise applying relevant theories and tools to your own situation

• increase confidence in supporting colleagues through transitions


Your experiences

In pairs:

Describe a workplace change you have experienced

Some possible points to cover:

was it a change you initiated?

what was your initial response to the change?

how did you feel about it later on?


The change curve

Transitions

Neutral zone:

Movement

Ending:

Unfreeze

Status quo

Beginning:

Re-freeze

New order

William Bridges, transition model

• We acknowledge there

are things we need to let

go of

• We recognise that we

have lost something

• The old way has finished but the

new way isn’t here yet

• Everything is in flux and feels like no

one knows what they should be

doing

• Things are confusing and disorderly

New way feels:

• comfortable

• right

• the only way


The Gleicher formula

D x V x F > R

D = the level of dissatisfaction with the present

V = a shared vision of the desired situation

F = the awareness of some actionable first steps

R = resistance to change


Face the fear

Team activity in advance of change

Agree the specific change to consider

Everyone writes down their fears (anonymously) about that change

The team leader reads them out one by one

Team members discuss each contribution in turn, and pool ideas to assuage each fear


Which are the three most important behaviours as a team leader during times of change?

Discussion ……

Team activities during change

What do we do well as a team?

Which behaviours are most

important for our work?

Where are we now?

What could we improve?

Do our team

strengths align with

the institution’s mission?

Where are the gaps? = development

priorities


Visioning the ‘best 6 months’

in the life of this team

What behaviours are we displaying?

What do our customers see?

What does it feel like to us?

What is our environment like?

Team activity post-implementation

Angry Sad Glad

How does this change make me feel?

Team members write on post-its

all the things about the change

that make them:

Group reviews all post-its

and identifies/discusses

themes

Process repeated

for things that

make them:

and then

again for

things that

make them:

Team members then compare the outputs to the change curve and

consider where they are and review how they feel about the ‘angry’

and ‘sad’

Recognise that your job is harder during periods of change and that team members will be looking to you for information and reassurance

Provide clarity about strategic direction and organisational expectations

Seek active input from team members to define the team’s vision for the future

Help people recognise that the feelings evoked during transitions are perfectly normal and that they are not alone

Encourage team members to talk openly about their fears and concerns

Don’t neglect your own needs and well-being

Communicate, communicate and then communicate some more

Top tips for leading a team

at times of change


Reflection and action planning

Discuss in pairs:

What has been the value of this workshop for you?

What impact, if any, might it have on your professional

practice as a team leader?

….. note key points


Thank you

for your contribution

to this session

www.paullusconsultancy.com

Education

Managing Change Open Forum: Supporting your team