PEOPLE AND THE PROCESS OF CHANGE

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CHAPTER 8

• PEOPLE AND THE PROCESS OF CHANGE

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CHANGE

• A natural phenomenon
• Macro and micro change

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The Process of Change

• The comfort zone
• Unfreezing
• Change
• Refreezing

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The Change Process

• Unfreezing Change Refreezing
• ? ? ?
• Comfort ? Discomfort ? New comfort
• zone zone zone

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Resistance to Change

• Sources of resistance
• Technical concerns
• Psychosocial needs
• Position and power

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Resistance

• Recognizing resistance
• Lowering resistance
• Information dissemination
• Disconfirmation of currently held beliefs
• Psychological safety
• Command

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Dictating Change

• Effective in many situations
• Communicate a sense of urgency
• Change may be rapid but without a lasting
  commitment

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Active Resistance to Change

• Attacking the idea
• Refusal to change
• Arguing against change
• Organizing resistance of other people

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Active Resistance to Change

• Avoiding discussion
• Ignoring the change
• Refusing to commit to the change
• Agreeing but not acting

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Strategies

• Point out similarities
• Express approval
• Recognize competence and skill
• Provide assurance

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Strategies

• Suggest new opportunities
• Express value of contributions
• Ensure involvement

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Strategies

• Provide opportunities for expression
• Allow time for practice
• Provide a climate of acceptance

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Four Phases of Planned Change

• Design the Change
• ?
• Plan the Implementation
• ?
• Implement the Change
• ?
• Integrate the Change

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Design the Change

• What is the purpose?
• Is the change necessary?
• Is the change technically correct?
• Will this work?
• Is there a better way?

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Planning the Change

• Why is there resistance?
• Is the resistance justified?
• What can be done to prevent or overcome
  resistance?

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Implementing the Change

• What is the magnitude?
• What is the complexity?
• What is the pace?
• What is the current stress level?

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Integrating the Change

• Is the change integrated into everyday
  operations?
• Are people comfortable?
• Is it well accepted?

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Conclusion

• Your leadership will influence how change is
  handled
• Change presents an opportunity for professional
  growth and development
• View change in a positive way