Leading Change Presenter Stephanie Flanagan slm 114psu edu

Leading Change Presenter: Stephanie Flanagan slm 114@psu. edu 2015

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

Change- Where are You? “Change? Oh no, not again!” https: //www. youtube. com/watch? t=186&v=__Il. YNMd. V 9 E “Change? Sounds like fun! I’m ready, willing and able!” 3

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

Two Types of Change • Initiated • Inherited

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

Three Phases of Transition New Beginnings Ending Denial Enthusiasm Anxiety Trusting Excitement Shock Relief/Anxiety Confusion Hopeful/Skeptical Resignation Impatience Anger Acceptance Fear Realization of Loss The Neutral Zone Frustration Creativity Approach-Avoidance High Stress Confusion Conflict Undirected Energy Guilt

Four Stages of Self-Management 1. 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 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

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 14 Help build a trusting environment

Overcoming Resistance to Change: Isn’t It Obvious? http: //www. youtube. com/watch? v=w. U 3 b. Tkq. Ho. Xc&feature=related Change (+) (-) Eliminate pains Demonstrate gains No Change Source: Eliyahu Goldratt (+) Reduce comfort with status quo (-) Emphasize current issues with status quo 15

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

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? 21