Change Dynamics

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Change Dynamics
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Dealing with Change

• Its not the change that does you in its the
  transition.
• William Bridges

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D V CA gt C Dissatisfaction Vision
Concrete Action gt Costs
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Dissatisfaction

• Dont be too quick to make people comfortable and
  resolve dissatisfaction

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DISSATISFACTION
Stress and dissatisfaction are powerful
motivators until they reach a certain level.
PRODUCTIVITY
STRESS
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Vision

• Vision must be specific and attainable but big
  enough to capture the heart.
• Vision can be lost in less than a month!

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VisionWhats Involved?
VISION
Vision Emerges
2. Contextual EngagementAssets, passions and
needs
1. Missional Identity (Purpose and Guiding
Principles)
3. Faith Community Assets, passions, and needs
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CONCRETE ACTIONS (eventually you have to do
something!)
D V CA Frustration Concrete Actions provide
an opportunity for movement D V CA Change
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If any piece of the equation is missing, the
possibility for change is greatly reduced.

• Change involves costs Grief, anger, conflict,
  loss
• If the impetus for change is not greater than the
  price the result is destructive or failure to
  change

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Conflict Intensity Chart
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A profile of change openness
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Change through polarization
When the polarities fight, the middle watches!
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Change through tipping the system
When you engage the middle and read the system,
everyone can be involved!
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Seven Dynamics of Change

• 1. If you dont feel awkward doing something new,
  then youre not doing something new.
• 2. The first question people ask regarding change
  is, What am I going to lose?
• 3. People feel alone even if everyone else is
  also going through the same changes.
• 4. People are always at different levels of
  readiness for change.

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Seven Dynamics of Change

• 5. There is a limit to how much change a person
  can handle.
• 6. Expect concern about available resources.
• 7. If you take the pressure off, people will
  revert back to their old behaviors.