change theory in nursing leadership
DESCRIPTION
Applying the concepts of William Bridges in a Nursing & Healthcare environment. Managing Transition, Managing Change, Leadership.TRANSCRIPT
Change Theory in Nursing Leadership
Kris Mailepors Director of Organizational Development
Catholic Medical CenterPh 603-663-1961
[email protected]: @krismailepors
WH
AT
DO
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TH
IS T
EL
L Y
OU
AB
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T C
HA
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E?
CHANGE Three Things to Consider
1. What makes handling change so challenging?
2. What does this quote mean to you:“I’ve been in this business 36 years, I’ve learned a lot
—most of it doesn’t apply anymore”
Changes just keep coming!!!
From outside…• Market conditions
• New technologies
• New software
• New regulations
From inside…• New Managers
• New team structures
• New policies
• Reduced budgets
• New or unclear expectations
Change is good…is it?
…Change usually benefits the organization by solving a problem or creating greater efficiency
however…
…It pays much more attention to the finances, strategy, and technology than to the people who have to make it work
THERE IS THE ISSUE
Change vs. Transition
Change is …– Situational; something starts or stops.
Transition is …– The gradual process of psychological adjustment
that happens inside us as we adapt…
It is the TRANSITION, not the change, that people resist
The Three Phases of Transition
Why is transition resisted?
• People have a personal connection to how they work; people are giving up a part of their personality
• Fear of the unknown; doing and being what they have never done or been before
The Three Phases of Transition
What has ended…what is lost?
• Turf• Status• Power/influence• Autonomy• Relationships• Memberships• Routine/structure
• Meaningful work• Control of work• Personal Identity• Competence• Personal Future
Doing a Loss Analysis
Note on the grid who is losing what
Dealing with an ending?
Denial
Anxiety
AngerBargaining
Sadness/Depression
Handling those dealing with endings and loses
DENIALBehaviors: Flip attitude, evasion, skepticism,
refusal to accept the reality of the situationActions: – explain the change and the reasons– Give examples of peers who are changing or learning– Give examples of the need for this new
(system/approach/technology)
Handling those dealing with endings and loses
ANXIETYBehaviors: Resentment, rumor mongering, nervousness
or stress, decreased productivity and effectivenessActions:– Encourage talking and listen carefully– Don’t talk them out of feelings; offer a different point of
view if you have one– Give positive feedback on their progress, if genuine– Offer accurate information to dispel rumors
Handling those dealing with endings and loses
ANGERBehaviors: Grumbling, irritation, rage, mistakes,
aggressiveness, foot dragging, vandalism, indignationActions:– Listen and acknowledge anger– Don’t talk them out of it– Don’t assume blame for their anger– Don’t collude/agree with them– Recommend involving HR if extreme
Handling those dealing with endings and loses
BARGAININGBehaviors: Attempts to get out of the situation, attempts
to make deals or promises relating to the old way, negotiation
Actions:– Keep realistic plan in sight– Don’t be swayed by promises or negotiations– Reinforce situation as it is– Don’t get into problem solving or bargaining with them– Gently remind them of reality
Handling those dealing with endings and loses
SADNESS/DEPRESSIONBehaviors: Silence, “down,” or disheartened, tearfulness
Actions:– Acknowledge, sympathize and reach out.– Initiate conversation and ask questions to draw them out– Encourage talking and sharing feelings either one-on-one or in
small supportive groups– Promote supportive group events, interaction, or impromptu
fun– Recommend to HR if appropriate
The Three Phases of Transition
Critical part: THE NEUTRAL ZONE
Emotions of the Neutral Zone:– Confusion– Apprehension– Detachment– Interest/Eagerness
CommunicationCommunication during transition feels risky…
There cannot be too much communication during the Neutral Zone.
It is the difference between a bearable situation and a disaster.
Two main kinds of communication in this zone:
Communication1. Communication designed to show
CONNECTION and CONCERN.
2. Communication that clarifies the PURPOSE, the PICTURE, the PLAN, and the PART.
Communication1. Communication designed to show CONNECTION and
CONCERN
MANAGERS and leaders must keep communicating not just for more information but to show that they care. Isolation can be easily amplified during a time of transition.
Communication2. Communication that clarifies the PURPOSE, the
PICTURE, the PLAN, and the PART.
PurposeThe “why’s” of the change. Purpose can serve to clear up confusion.
PictureVision of the outcome; the light at the end of the tunnel, a destination. (use an analogy—1st day)
Communication2. Communication that clarifies the PURPOSE, the PICTURE,
the PLAN, and the PART.
Planbeyond just the destination, this is the roadmap that leads there. These are step-by-step actions to get through the Neutral Zone.
PartSuccessful transition depends on the people involved. They all play a part. Know yours, know theirs, make sure they know theirs.
The Three Phases of Transition
NEUTRAL ZONE IS ALSO KNOWN FOR…
Creativity & Learning1. Encourage experimentation and risk taking2. Enhance trust3. Expose individuals and groups to diverse
perspectives4. Provide the workforce with stimulating and
interactive settings5. Use feedback mechanisms6. If appropriate, help people revise their career
plan within the new change
The Three Phases of Transition
Getting to the NEW BEGINNING…
1. Translate the changes into activity that has real meaning to the people doing it
2. Provide people with the opportunity to practice or gain familiarity
3. Work collaboratively4. Focus on efforts and achieve a few “quick
successes”5. Build RESPONSIVENESS and FLEXIBILITY into
your routine
7 things to remember!
1. You have to end before you begin2. Between the end and the new beginning,
there is a hiatus3. That hiatus can be creative4. People go through transition at different
speeds, and may be affected by different things
5. *Most* organizations are running a deficit in transition management
People May Hate Change…
…But they love Progress
Reference: www.wmbridges.com; www.linkageinc.com