Managing Change

Change

What is Change?

Definition of Change

Webster’s Definition of Change To Make or Become Different To Transform

Why Change

Why is Change Necessary? Ever-Present Reality in

Business

Change at ACG Strategy: Profitable Growth Tactic: Reduce Expenses to Invest in

Growth Changes

Structure Processes People Technology

Challenge of Change

Challenge is to Maintain Customer Loyalty Affordable Business Structure Productivity Employee Morale

Model the Change as a Leader

I. Introduction - Objectives

Focus is You Tools to Assist Yourself and Others

Navigate Change Recognize Steps in Change Recognize Behaviors at each step Determine Actions

What Changes Are You Experiencing?

List Three Changes Impact on You Impact on Others

II. Change Process

Change Model Denial Resistance Exploration Commitment

Denial

Unwilling or unable to face change How do you recognize denial? (see or

hear)

Why people stay? Why people leave?

Resistance

Action we take to slow or reverse change

How do you recognize resistance? (see or hear)

Why people stay? Why people leave?

Exploration

First step toward the change How do you recognize exploration?

(see or hear)

Why people stay? Why people leave?

Commitment

Identify with the change Take concrete steps to achieve How do you recognize

commitment? (see or hear)

Why people stay? Why people leave?

Change Process Summary

Change Stages Denial – Passive, Apathetic Resistance – Emotional, Uncertain Exploration – Energy, Trying Out

New Commitment – Confident, Accepting

Identify Stage of Change

What Changes Are You Experiencing

Identify the Stage Based on Behaviors D – Denial R – Resistance E – Exploration C – Commitment

III. Guiding Yourself Through Change

Assessing Where You Are Now Easier to Help Others or

Yourself?

Self-Assessment Tool

Think About Changes You are Experiencing

Answer the Questions 0 – Strongly Disagree 1 – Disagree 2 – Agree 3 – Strongly Agree

What Do You Do?

Your highest number validates the stage you are in

What can you do to move forward? Denial Resistance Exploration Commitment

Action Plan

Change In My Area You

What I am Thinking or Feeling Change Stage What to Do

IV. Guiding Others Through Change

No Magic Wand Build Trust

Be Accessible Provide Information Meet Commitments Treat Everyone with Respect

Leading Change Self Assessment

Think About a Change in Your Area Answer the Questions (circle on answer

key) AAT – Almost Always True MT – Mostly True ST – Somewhat True MU – Mostly Untrue AAU – Almost Always Untrue

What Your Score Means

Overall Effectiveness Score Average: 100-120

Dimensions of Leading Change Communicating Involving Others Helping Others Supportive Learning Environment

Track & Assist People Through Change

Observe Behaviors Identify Actions to Assist Others

Denial

Leadership Strategy: Communication Provide Information Describe the Change Reinforce the Importance Respect the Sense of Loss Model the Change

Resistance

Leadership Strategy: Involve & Help Others Encourage Expression of Feelings Give Them a Part to Play Remove Obstacles Demonstrate Support Communicate WIIFMs

Exploration

Leadership Strategy: Create a Supportive Learning Environment Provide Learning Resources Encourage Practice and Positive

Coaching Help Solve Problems Recognize Progress

Commitment

Maintaining Commitment Recognize Visualize Gains Ask for commitment

Leading Change Summary

Leadership Strategies Denial - Communication Resistance – Involve & Help Others Exploration – Supportive Learning

Environment Commitment – Recognize Achievement

Action Plan

Change In My Area Team Member

What I am Seeing/Hearing Change Stage What to Do

Things to Remember

People Can Be in Different Stages People Can Regress Big Changes Should be Broken

Down People Can Get Stuck

Managing Change and Accountability

What else can I do to rise above the circumstances and achieve the desired

results?

Please be back in 10 minutes

LUNCH