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Managing Change Amid Chaos

Managing Change Amid Chaos. Susan Berilla Director, O.D. & Training Cal Poly Pomona sberilla@csupomona.edu. Lewin’s change model 1. Unfreezing:. Creating motivation & readiness to change via disconfirmation, creation of guilt & anxiety, provision of psychological

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Managing Change Amid Chaos

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  1. Managing ChangeAmid Chaos Susan Berilla Director, O.D. & Training Cal Poly Pomona sberilla@csupomona.edu

  2. Lewin’s change model1. Unfreezing: Creating motivation & readiness to change via disconfirmation, creation of guilt & anxiety, provision of psychological safety associated with change.

  3. 2. Changing: Via cognitive restructuring, helping a person to see, judge & react to things differently based on a new point of view and/or identifying a new role model or mentor.

  4. 3. Refreezing Helping the person integrate the new point of view into the total self concept, organizational identity and significant relationships

  5. Types of change strategy,(Chin & Benne) Power-coercive People will change when made to do so by those in power

  6. Rational People will change if/when they realize it’s advantageous to them

  7. Normative-reeducative People do what they’re rewarded for

  8. PERSONAL PERSPECTIVE “It isn’t the changes that do you in, it’s the transitions. Change is situational – the new site, new boss, new role or procedure. Transition is the psychological process people go through to come to terms with the new situation. Change is external, transition is internal.” - William Bridges

  9. Tips for Coping & Thriving • Start _________. • Suspend _____________. • Suspend ________ (temporarily). • When you feel it, _________ it.

  10. Communicate, communicate, communicate. 6. Think of past reliefs. • Remember: _________ are our friends.

  11. MANAGERIAL PERSPECTIVE Critical factors in managing complex change: • Trust • Vision • Skills • Resources • Incentives • Action plan • Accountability

  12. Instruct your people to think like beginners, not experts: be smart, ask stupid Qs Don’t penalize ___________ – reward good _________ • If you’re not making mistakes, you’re not trying anything new • Striving for excellence is motivating; striving for perfection is demoralizing. • The greatest tragedy is not to have tried and failed but to have failed to try.

  13. Six-phase change strategy model: • Create ________ & a sense of ________ • ________ the culture • ________ the culture • Monitor impact & ________ • Respond to ________ • Sustain the change & commitment

  14. Tools: • The Urgency Diagnostic, and The Guiding Team Assessment(Heart of Change Field Guide) • Ways to Combat Negative Reactions to Change(Managing Change) • Change Preference Scale(pick up at end), Change Readiness Questions • the whole darn book: Leading Change

  15. Recommended Reading(in the order of my preference) • Kotter, J. (1996). Leading Change. Harvard Business School Press, Boston. • Pritchett, P., & Pound, R. The Stress of Organizational Change. Pritchett, Dallas. • Cohen, D. (2005), The Heart of Change Field Guide. Harvard Business School Press, Boston. • Schoemer, K. (2005). How to Make Change Your Competitive Advantage. Penguin Press, Brownsburg, IN. • Ambrose, D. (1987). Managing Complex Change. Enterprise Group, Pittsburgh. • Jeffers, S. (1987). Feel the Fear and Do It Anyway. MJF Books, New York • Samuel, M. (2006). Creating the Accountable Organization. Xephor Press, Katonah, NY. • Heller, R. (1998), Managing Change. DK Publishing, New York.

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