Embracing

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Embracing Managing Change Shoreline Community
CollegeMay 8, 2006Jan PaulTom SweeneyJane
Benson Washington State Employee Assistance
Program Department of Personnel
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Objectives

• Understand the process of change
• Recognize its impact on you and on others
• Managing yourselves and others during change

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Employee Assistance Program

• Confidential, no charge
• Assessment, problem-solving referral for
  employees dependents
• Work consultations to employees, mgmt HR
• Presentations to promote health, wellness
  productivity
• Case management, SAP IME services
• Critical Incident Management Services (CIM)

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• Change isnt the problem.
• The difficulty lies in the transition of moving
  from the present state to one that is desired in
  the future.
• Managing Transitions
• by William Bridges

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Basic assumptions about change

• Change is a normal part of life.
• Most change is outside of our control but we can
  control our reaction to it.
• Change comes in stages and the transition stage
  is the most difficult.
• The uncertainty experienced during the transition
  stage is a highly stressful time.
• Includes a feeling of loss and grief.
• Survivors guilt is normal.
• Change can be viewed as a challenge to let go of
  the old, to reassess outmoded thinking or
  beliefs, and to start new beginnings.
• Change can be stimulating.

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Irrational beliefs we have about change

• Change is bad.
• Change is unfair.
• If I ignore it, it will go away.
• It was much better the old way.
• More

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What is change?

• Break in normal routine
• The unknown, ambiguous, uncertainty one must
  face.
• Challenge to our status quo
• Unsettling the routine previously established
• A process by which a person reshapes or reforms
  themselves in returning to a stable, functional
  condition

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Feelings associated with change

• Fear
• Threatened
• Anxious
• Confusion
• Anticipation
• Avoidance
• Excitement

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Adjusting to Change

• Ride the horse in the direction its
  going
• - Werner
  Ehard

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Benefits of adjusting to change

• Restoration of a sense of order and purpose to
  life
• Appropriate coping and development of adaptive
  behavior patterns required by the loss
• Identification of a set of internal resources and
  strengths perhaps not previously evident in
  ourselves

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Benefits of adjusting to change

• A conservation of our personal energy by
  channeling it into necessary desirable
  activities in the adjustment of change.
• A realistic establishment of goals for ourselves
  others that fit within the parameters of the
  resulting change.
• An improvement of our mental health by reducing
  stress induced by the need for adapting to
  change.

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People who actively avoid change in their lives

• Withdraw from situations that might result in a
  need for change.
• Deny the need for altered behavior resulting from
  a loss.
• Get angry with the people in their lives who
  confront them with the need for change in order
  to adjust to the loss.
• Are willing to do anything in order to avoid
  necessary changes in their lives.

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Anticipated Change
Revitalization Focused Vision New
Energy Teamwork Integration
Change
Disrupted Workplace Low Morale Low
Productivity Depression
Denial Anger Confusion Lowered Self-Esteem
Crisis
Uncertainty Shock Mistrust Fleeing
Forward Isolation
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Stages of change

• Denial Change wont really happen. They
  (management) are just trying to scare us.
• Bargaining - in order to avoid the change,
  employees bargain and offer deals to keep things
  the way they are. Belief is that the old way is
  better and safer. 
• Anger - when other coping doesnt work people
  revert to anger and passive resistance to express
  their frustration. When done in a healthy way, it
  allows employees to vent their feelings.
• Depression Fears of not being able to adapt or
  not being able to fit in.
• Acceptance/Commitment- unlike grief, in this
  stage, people begin to look outward regarding
  change and its impact. Able to consider a bigger
  picture. Employees can cope and become invested
  in making the change a success .

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Transition denial ? acceptance

• Phase 1 Ending
• The ending of what was.
• A Sense of loss
• Overreaction
• Anxiety
• Grief process begins (Stages Denial, Anger,
  Bargaining, Fear, Depression, Acceptance)

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Transition denial ? acceptance

• Phase 2 Exploration
• Lagging Productivity
• Temporary State Between Old New
• Grief Process Continues
• Confusion/Chaos/Uncertainty
• Creativity

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Transition denial ? acceptance

• Phase 3 New Beginning
• Fear and Anxiety
• Resentment
• Creativity
• New Opportunities
• Reduced Competence
• Acceptance
• Renewal and Realignment

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Change Your Beliefs About Change

• Change how you see change so it works to your
  advantageby seeing it not as a loss but as a
  gain.
• See yourself enjoying your gain in realistic
  detail so you come to believe it you enjoy
  pursuing it.
• Take New Actions.
• Do things differently and gain something better!

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Strategies for coping with change

• Change is a natural part of life, both at home
  and work.  We may not have control over all the
  job-related changes that come our way, but we can
  find positive ways to face them. 
• Tell yourself the truth. Allow yourself to be
  upset, worried or sad. 
• Reach out to others. Discuss your feelings with
  supportive coworkers, friends, family, or the
  EAP.
• Stay focused. Use to-do lists to keep your
  goals clear.
• Be patient. It takes time to sort through all
  your emotions and adjust to change.
• Let go of the past. Keep moving forward. Prepare
  yourself with a positive attitude and new skills.
• Reflect on what youve learned.  Ask yourself,
  What have I learned from this experience? 
  Remember any successful coping techniques you
  used that may help you handle future changes.

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Building resilience

• Resilience is the ability to adapt successfully
  to unexpected changes and events
• Resilience involves behaviors, thoughts and
  actions

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The Resilient Personality

• One Day At A Time
• Feel Feelings
• Utilize Resources
• Imagination
• Take Time For Yourself
• Appreciate Life
• Humor
• Yours?

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It is not the strongest who survive, nor
the most intelligent, but those who are most
responsive to change
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Supervisors role

• The role of the supervisor can be very
  complicated, and overwhelming when dealing with
  the issue of change. While the supervisor is
  undergoing their own adjustment to the change,
  the expectation is that they will continue to
  honor their obligation and responsibilities to
  their employees.

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The 20-50-30 Rule

• The secret of managing is to keep the guys who
  hate you away from the guys who are undecided
• - Casey Stengel
• 20 will be change friendly
• 50 will be on the fence
• 30 will resist change

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Managing change in the workplace

• Being an effective manager is especially
  difficult during periods of conflict and
  increased anxiety.
• Employees will be looking to you for information
  and answers.
• Be honest, sincere, clear and correct.
• Communicate, communicate, communicate
• Help employees access resources for self-care.
• Be aware of your actions as well as your words,

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Coping on the job

• Realize that your workplace has changed.
• Develop realistic perceptions expectations.
• Use reliable sources of information.
• Act to diffuse job concerns as they arise.
• Practice appropriate conflict resolution skills.
• Practice responsible respectful interpersonal
  skills.
• Develop coping strategies a plan to be healthy.
  
• Consult with your WA State EAP.

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When to ask for help

• Stress builds beyond your coping ability.
• You experience
• constant depression or tension,
• chronic sadness or fatigue,
• harmful anger or aggression,
• unusual physical symptoms.
• You exhibit destructive behaviors.
• Your relationships become troubled.
• Your attendance, performance, conduct slips.
• A questionable pattern begins to develop.

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By Participating You Have Already Started The
Process of Change!
If you come to a fork in the road, take it
- attributed to Yogi Berra