Managing Change and Transition Difference Between Change and

Managing Change and Transition

Difference Between Change and Transition • “Change” is what has happened to us • “Transition” is how we adjust to what has happened to us 2

When it comes to change, there are three kinds of people: • Those who can make things happen, • Those who let things happen, and • Those who are always wondering “what the hell happened? ” 3

Movie Dr. Ben Bissell 4

What is a SEE? • Significant • Emotional • Event –Two types: P__ & P__? Personal Professional

What is a SEE? • Significant • Emotional • Event –They N_____ & N____? –Normal –Necessary

Five Stages of Change - Significant Emotional Event (SEE) • • • Shock (or denial) Flood of emotion (usually anger) Bargain Depression (grief) Acceptance (intellectual/emotional)

The results of not dealing with change… • Burnout and quit job • Become difficult • Become emotionally or physically ill

Critical Steps in Dealing with Change • What is happening is normal and necessary • The stages are feelings and not behaviors • Employees will not move through the stages quicker than the manager • Employees must be allowed to deal with their anger – give them an outlet • All low morale is an anger problem

Critical Steps in Dealing with Change (continued) • All change produces fear • Increase information flow • During times of change, all perceptions are distorted. • Get the information you need • Tell your employees the truth

The Importance of Creating the “Familiar” • Keep things as familiar as possible • People need stability when going through change • Grieving is normal and necessary • Building a new support system

How can we help ourselves? • Realize that grieving is normal and necessary • Build a new support system • Accentuate the positive (see opportunities) 12

Coping with the Stress of Change • Take care of yourself physically/emotionally • Four physical signals – A body part – Breathing – Eating pattern – Sleeping pattern • You must have time to be a child again and to play 13

Leading Change Is Not Easy

Effective Leaders and Change • Effective leaders are comfortable with change; • They expect change to lead to opportunities that initiate further change • They learn from changes they made in the past and apply their experiences to future changes • They are ready to help others embrace change in order to find innovative

Critical Thinking Moment • Think back to a recent time when you observed others who were facing an unwanted change. . . 1. What did the people do, for better or for worse? 2. Was there was resistance and for what possible reasons? • Recall a time when you had to make a change yourself… 1. How did you introduce the change to your followers?

Helping Others Deal with Change 1. Set the stage for change by sharing personal experiences involving change 2. Provide a history of the anticipated change and the present situation, give reasons for any changes, and outline the benefits of the change for the organization 3. Help individuals to see the potential impact of the change by listing the skills and experiences they currently possess and the skills they will need to acquire in the future – Listen carefully to their questions and concerns.

Helping Others Deal with Change 4. Tell people what will not be changed 5. List pros and cons associated with the change, identifying inhibiting forces against the change and positive forces for the change 6. Agree what resources and strategies will be needed for change. – List the necessary activities and decide on a timetable 7. Celebrate by confirming the partnership for the change

Now You Help Others… 1. Your department is growing and will increase by 25 percent in the next two-years. The majority of the new hires will be interns with little or no experience. 2. Your office plans to change from paper invoices and acceptance to a computer invoicing and acceptance system like Wide Area Workflow (WAWF). 3. Your organization is changing from a team set up where there is a pre-award team and a post-award team to a structure where each team supports specific customers and works their contracts from cradle-to-grave. 4. You work in a fee-for-service contracting office. A significant customer has chosen to use another contracting office for support and 25 percent of your workload must be replaced in order to support the current staffing. 5. Your office has been impacted by the BRAC and is relocating to a different geographic region. It is anticipated that more than

Change Management Summary • Change is normal and necessary. • Our job is to manage change and transition, or it will control us. 20