embracing change
DESCRIPTION
Presentation created for EdD Program in Leadership on Embracing ChangeTRANSCRIPT
Something STOPS
is SITUATIONAL
Something STARTS
is EMOTIONAL
Vs.
Without a transition, a change is just a rearrangement of the furniture. William Bridges
Elements in managing change. (at least two)
Three Goals: To look at change differently & be able to articulate:
Tactics for managing resistance. (at least two)
Steps in the change process. (at least two)
5
Healthcare
Reform
Value-Based
Purchasing
Collaborative
Approach
Public Reporting & More Transparency
More
Change!?!?!?
Lower
Reimbursement
Pay for
Performance
Advances in
Technology
New Flow
Models
Higher
Expectations
1. Establish a sense of urgency.
2. Create a guiding coalition.
3. Develop a clear vision.
4. Communicate the vision for buy-in.
5. Empower people to clear obstacles.
6. Create (& celebrate) short-term wins.
7. Don’t let up (relentless attention).
8. Make it stick (becomes the culture).
Vision Skills Incentives
Resources Action Plan
Establish a vision for the change.
Is it… SHARED?
PURPOSE
Write it down to enhance
accountability!
ACTION PERSON DATES COMMENT
ACTION PLANS
Skills Incentives Resources Action Plan Confusion
Vision Skills Incentives Resources Action Plan
Vision Skills Incentives Resources False Starts
Vision Skills Incentives Action Plan Frustration
Vision Skills Resources Action Plan Gradual Change
Vision Incentives Resources Action Plan Anxiety
Managing Complex Change adapted from Delores Ambrose, 1987
Results
1. Establish a vision (include sense of urgency)
2. Ensure everyone has the skills required.
3. Create buy-in and WIIFM for everyone.
4. Ensure the resources are in place.
5. Create a detailed action plan.
6. Manage the process & resistors.
“Prescription” for Managing Change:
Why do many of us resist change?
• Fear of Control
• Fear of Losing Something
• Fear of Uncertainty
• Fear/Aversion to Surprises
• Fear/Concern of More Work
• Fear of Incompetence
FEAR How do we manage resistance?
P.D.A.
Participation from Everyone
(Staff, MDs, RNs, Ancillary, Stakeholders)
Drill Down on the Source of Resistance
(Find out what motivates people)
Address Concerns with Good Planning
(Vision, Skills, Motivation, Resources, Plan)
P
D
A
it’s like being between trapezes. It’s Linus when his blanket is in the dryer. There’s nothing to hold on to.”
M. Ferguson
“It’s not so much that we’re afraid of change, or so in love with the old ways, but it’s the place in between that we
fear…
I love change!
? ? ?
?
?
? ?
Questions?
Thank You!! Eric W. Heckerson RN MA FACHE [email protected]
Ambrose, D. (1987). Managing complex change. Pittsburgh, PA: The Enterprise Group, Ltd.
Burke, W. W. (2011). Organization change, theory and practice. (3rd ed.). Loa Angeles, CA:
Sage Publications.
Caffarella, R. S. (2002). Planning programs for adult learners, a practical guide for educators,
trainers, and staff developers. San Francisco, CA: Jossey-Bass.
Knowles, M.S., Holton III, E.F., & Swanson, R.A. (1998). The adult learner: The definitive
classic in adult education and human resource development. Houston, TX: Gulf
Publishing.
Kotter, J. P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change
their organizations. Boston, Mass: Harvard Business School Press.
Mayer, R.E. (2007). Multimedia learning. New York, NY: Cambridge University Press.
Pink, D. H. (2011). Drive, the surprising truth about what motivates us. New York, NY:
Riverhead Books.
Reynolds, G. (2008). Presentation zen: Simple ideas on presentation design and delivery.
Berkeley, CA: New Riders Publishers.
Simon, C. (2013). Are you memorable: How many slides do people remember? Self-published
white paper. Retrieved from http://www.reximedia.com/research-white-paper.
References