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Reaction to Change 4. Reaction Cycle 5. Introducing Change 6. Cause for Change Resistance 7. Pre-Planning for Change Preparation : Preparation To get the most of this tutorial, we suggest that you prepare with writing instruments and your canvas (blank paper) available as you follow along. You can document your personal ideas and observations as you follow the presentation. For best results, group participation or review is recommended. It is also suggested that you go through the entire process and then review what you have learned in practice. Look for this icon in the top right corner as a prompt for you to document your personal strategy canvas. Rule : Rule For Every Change There Are Associated Costs Some Obvious Some Hidden Challenge : Challenge Identify Potential Sources Of Hidden Costs Take Appropriate Action To Minimize Losses and Reactions to Change (or)Anticipated Change : Reactions to Change (or)Anticipated Change People are affected by Change Individuals that resist change have usually developed a psychological barrier to change causing them to go through a reaction cycle which affects their productivity negatively, resulting in unanticipated “hidden costs” Individuals react differently to change with varying degrees of acceptance Some thrive on and actively seek change Some simply accept change Some resist change Reaction Cycle : Reaction Cycle Change Introduction Shock Denial Anger Bargaining Depression Acceptance Expected Change Enhancement “EFFECT ON PRODUCTIVITY” Introducing Change : Introducing Change Show need Involve Affected People Obtain Support of Individuals Develop a “Champion” Realistically Consider Consequences and Tradeoffs Reward Risk Takers Modify Organization or Technology Dramatic Demonstrations Shock Coercion Resistance to Change : Resistance to Change Current Environment is Providing Personal Gratification Needs From Environment are Being Satisfied A Level of Competence Has Been Achieved A Set of Skills Has Been Developed Significant Time and Energy Has Been Invested Control – There is a Good Balance Between Needs and Competency “CHANGE” – Threatens Equilibrium Individual Begins to Question The New Situation Ability to Maintain Control Personal Competence New Skills Required Time and Energy Available Pre-Planning For Change : Pre-Planning For Change Consider People Needs Psychological connection of need for competence Importance of maintaining equilibrium Anticipation creates anxiety and resistance 2. Analyze Gains and Losses Actual versus perceived Create dialogue with people involved 3. Maximize Stability Introduce change gradually Separate impact areas (work skills, power and social relationships) Where possible keep teams intact, keep job titles, stabilize offices Clarify goals, policy, strategies, direction Maximize supervision, dialogue, interaction Offer support and assistance Alternate change with stability Develop trust and confidence Pre-planning for Change : Pre-planning for Change 4. Maximize opportunities for acquiring competency in advance of change Maintain skill currency thru training Provide development opportunities Provide long forewarning of change Involve personnel and solicit ideas Clarify the nature of the change Clarify new skill level expectations Provide time for skill development 5. Supply time and energy “equivalents” relieve persons from some duties Modify deadlines on trivial tasks Assign assistants Provide personal support Provide specialist, consultation support Allow for time off Do not release people immediately after changes The Art of Progress : The Art of Progress THE ART OF PROGRESS: “Is to preserve Order amid Change and to preserve Change amid Order” Test Change Process : Test Change Process Check these change process steps for effectiveness. Review Change Process : Review Change Process When planning for change, do we consider people needs Have we analyzed gains and losses from the planned change Have we provided for a stabilized environment Have we considered needs and opportunity for competency acquisition Have we provided for time and energy equivalents Certificate of Achievement : Certificate of Achievement www.ExecutiveBlueprints.com/certificates/097881.htm Free Certificate of Achievement for Completing this Course! Click on the link below to print your free on-line Certificate of Achievement. Click on the special link above and connect to our web site Type Your Name as you would like it to appear on the Certificate Change your Page Setup or Printer to LANDSCAPE Print your certificate Note – Requires the ability to connect to the Internet and local connected printer. About Executive Blueprints, Inc : About Executive Blueprints, Inc Business Consulting Professionals Affiliated Consultants with years of Executive Business management and “real life” experience and success Characterized by a passion for learning and talent for teaching. We consolidate experience and relevant information into seminars, self-paced tutorials, coaching and targeted support Projects to accommodate the demands of modern management.www.ExecutiveBlueprints.com So much more from : BizRolodex of Discounts Executive Coaching Business Consulting Travel Tips and the list keeps growing Go to www.ExecutiveBlueprints.com for Calendar of Seminars Case Studies Training Tools electronic Books Email Newsletter Executive Blueprints is designed and managed by business leaders, with input and suggestions from business leaders, to support the efforts of current and future business leaders. Get Connected, share your knowledge and learn from the experience of other successful executives. So much more from www.ExecBlue.com You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.