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Change Dynamics

Change Dynamics. NCC Resources. Elements of Change Management. identifying the desired change identify obstacles prepare people for change acknowledge positive/neg impacts compensate for blind spots motivate toward vision. Everyone reacts differently. Spectrum…

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Change Dynamics

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  1. Change Dynamics NCC Resources

  2. Elements of Change Management • identifying the desired change • identify obstacles • prepare people for change • acknowledge positive/neg impacts • compensate for blind spots • motivate toward vision

  3. Everyone reacts differently. • Spectrum… • Stable . . . . . . . . . . . . . . . . . . . . . . . . . . . . Change • Responses include • Dissatisfaction • Stress • Negative attitude toward other end of spectrum • Intense emotions • Loss of rational judgment

  4. 5 Principles of Change Management • People react differently to change. • Fundamental needs must be met. • Change involves loss and a loss recovery curve. • Expectations must be managed realistically. • Fears must be addressed.

  5. Fundamental Needs Must be Met. • Control • Opportunity to influence environment, choose. • Inclusion • Opportunity to be part of decision in some way. • Openness • Opportunity to be in loop on information sharing. • Security • Safety, no significant personal/communal harm. • Significance • Meaning, purpose in life or organization.

  6. Change Involves Loss • SARAH • S-hook • A-nger • R-ejection • A-cceptance • H-ealing • Curve similar to grieving

  7. Expectations Must Be Managed • When expectations are not met, very unhappy. • When expectations exceeded, very happy. • Many changes are the result of unmet expectations or necessarily lead to them. • Do NOT promise more than can be delivered, focus on understatement.

  8. Fears Must Be Addressed • Change that leads to perceived loss generally leads to less rational thought. • Tendency exists to fear the worse. • (Loss of job means I’ll never work again, Church closing means kingdom has ended, New staff means no one will ever meet my needs again, Loss of position means I am rejected and of no value….) • Where possible, provide emotional support and point to rationally conceivable points of hope.

  9. Tips in change management • Give information, but generally understand expectations. • Large groups: Develop strategy that ensures comprehensive communications – everyone at the same time as much as possible, and make individual contact to respect different reactions. • Give choices and be honest about consequences (to meet control and inclusion needs). • Give people time to process, and support people through loss curve.

  10. Tips in change management • Large scale change requires project management. • When people face loss, identify what might replace that loss, which can help minimize fear. • When possible, allow people to express their concerns and receive constructive reassurance, again to help assuage fears. • Continually make time for informal discussion and feedback opportunities – management 101 – even if it is difficult.

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