Managing Change Managing Change A Guide For Managers & SupervisorsA Guide For Managers & Supervisors

Change vs TransitionChange vs Transition

While ChangeChange is a shift in the people, processes or technology of the organization

TransitionTransition is the psychological reorientation a person makes to help deal effectively with the change

While ChangeChange is a shift in the people, processes or technology of the organization

TransitionTransition is the psychological reorientation a person makes to help deal effectively with the change

Phases of TransitionPhases of Transition

change.

Denial

Resistance Exploration

Commitment

When People Don’t Do What You Ask Them To Do

When People Don’t Do What You Ask Them To Do

…there are only a few reasons:

It hurts in some way Performance doesn’t matter Rewards are in the wrong spot Obstacles stand in the way Training is needed People are incompetent

80 percent of the time people are believed to be incompetent when in reality reasons 1-5 are to blame.

…there are only a few reasons:

It hurts in some way Performance doesn’t matter Rewards are in the wrong spot Obstacles stand in the way Training is needed People are incompetent

80 percent of the time people are believed to be incompetent when in reality reasons 1-5 are to blame.

One of the Biggest Hurts is the Fear of the

Unknown

One of the Biggest Hurts is the Fear of the

UnknownIt is the leader’s job to help reduce It is the leader’s job to help reduce

that fear by…that fear by…

Promoting the compelling Vision of a better future

Providing Psychological Safety Providing a practice field where it is acceptable to

make mistakes Providing a climate which makes making mistakes

or errors a learning opportunity Providing coaching, direction and guidance for

learning Teaching basic skills and providing feedback Rewarding even the smallest steps

It is the leader’s job to help reduce It is the leader’s job to help reduce that fear by…that fear by…

Promoting the compelling Vision of a better future

Providing Psychological Safety Providing a practice field where it is acceptable to

make mistakes Providing a climate which makes making mistakes

or errors a learning opportunity Providing coaching, direction and guidance for

learning Teaching basic skills and providing feedback Rewarding even the smallest steps

Reactions to Change and Managerial

Interventions

Reactions to Change and Managerial

InterventionsREACTION EXPRESSION MANAGERIAL

INTERVENTION

DisengagementDisengagement WithdrawalWithdrawal Confront, identifyConfront, identify

DisidentificationDisidentification Sadness, worrySadness, worry Explore, transferExplore, transfer

DisenchantmentDisenchantment AngerAnger Neutralize, Neutralize, acknowledgeacknowledge

DisorientationDisorientation ConfusionConfusion Explain, planExplain, plan

DisengagementDisengagement

Disengagement is psychological withdrawal from change. Employees may appear to lose initiative and interest in the job, they are physically present, but mentally absent. They lack drive and commitment.

How to Recognize it: Employees who are disengaged may be hard to find or

doing only the basics to get the job done.

Management Strategy to deal with it: Confront employees with their reaction, draw them out

and help them air their feelings. Use open communication and empathy.

Disengagement is psychological withdrawal from change. Employees may appear to lose initiative and interest in the job, they are physically present, but mentally absent. They lack drive and commitment.

How to Recognize it: Employees who are disengaged may be hard to find or

doing only the basics to get the job done.

Management Strategy to deal with it: Confront employees with their reaction, draw them out

and help them air their feelings. Use open communication and empathy.

DisidentificationDisidentification

Disidentification is when employees feel that their identity has been threatened by the change, they feel very vulnerable.

How to Recognize it: They may appear to be sulking and dwelling

on the past by reminiscing about the old ways of doing things.

Management Strategy to deal with it: Encourage employees to explore their

feelings, show them how it is possible to have positive experiences in the new situation. They need to see that work itself and emotion are separable.

Disidentification is when employees feel that their identity has been threatened by the change, they feel very vulnerable.

How to Recognize it: They may appear to be sulking and dwelling

on the past by reminiscing about the old ways of doing things.

Management Strategy to deal with it: Encourage employees to explore their

feelings, show them how it is possible to have positive experiences in the new situation. They need to see that work itself and emotion are separable.

DisenchantmentDisenchantment

Disenchantment is usually expressed as negativity or anger. Employees realize the past is gone and they are mad about it.

How to Recognize it: Employees may try to garner support with other

employees or result to destructive behaviors like sabotage and backstabbing, bad-mouthing and starting rumors.

Management Strategy to deal with it: Allow employees to let off steam to bring them to a

more neutral state. Acknowledge their feelings.

Disenchantment is usually expressed as negativity or anger. Employees realize the past is gone and they are mad about it.

How to Recognize it: Employees may try to garner support with other

employees or result to destructive behaviors like sabotage and backstabbing, bad-mouthing and starting rumors.

Management Strategy to deal with it: Allow employees to let off steam to bring them to a

more neutral state. Acknowledge their feelings.

DisorientationDisorientation

Disorientation is when employees feel lost and confused and are unsure of their feelings. They waste energy trying to figure out what to do instead of how to do things.

How to Recognize it: Employees appear to need a great deal of guidance and

may leave work undone until all their questions have been answered. “Analysis paralysis” is characteristic of disoriented employees.

Management Strategy to deal with it: Provide plenty of information about the changes

happening. Put it into a framework or overall vision so they can see where they fit in. They need a sense of priorities.

Disorientation is when employees feel lost and confused and are unsure of their feelings. They waste energy trying to figure out what to do instead of how to do things.

How to Recognize it: Employees appear to need a great deal of guidance and

may leave work undone until all their questions have been answered. “Analysis paralysis” is characteristic of disoriented employees.

Management Strategy to deal with it: Provide plenty of information about the changes

happening. Put it into a framework or overall vision so they can see where they fit in. They need a sense of priorities.

Tips for Managers and Supervisors

Tips for Managers and Supervisors

Be available to talk during times of change or crisis

Be open-minded Be flexible Give praise

openly and frequently

Be a leader

Be available to talk during times of change or crisis

Be open-minded Be flexible Give praise

openly and frequently

Be a leader

Encourage employees to communicate about how they are feeling

Our employees are our most valuable asset, let them know that.

Encourage employees to communicate about how they are feeling

Our employees are our most valuable asset, let them know that.

The EndThe End