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Transcript

Process of Transition

by John Fisher

Relationship to Managing

Change in an Organization

Presented By:

Chelsi Festa, Dayton Waddell, Jordan Morehead,

Karly Rasmussen, Lauren Combs, Shane Sanders

Complacency

Agenda

Individuals realize the impact of the change

Managers realize the past, present, and future of the organization in order to make the change as painless as possible

No clear boundaries of stages, but necessary to go through each stage to successfully get through the change

Speed of moving through each stage depends on the change and the employee’s attitude about the change

Final Stage

Rationalize and Accept the Change

Return to the Comfort Zone

1. Origin

2. The Different Stages

3. Relationship to Managing

Change in an Organization

Origin:

Originally presented at the Tenth International Personal Construct Congress, Berlin, 1999

Revised again in November 2012

Analysis of how individuals deal with personal change

Useful reference for individuals dealing with personal change and for managers and organizations helping staff to deal with personal change

Moving Forward

Denial

Feeling more comfortable and in control

Getting sense of self back

Gradual Acceptance

Happiness

Lack of acceptance of any change and denies that there will be any impact on the individual

Acting as if the change has not happened, using old practices and processes and ignoring evidence or information contrary to their belief systems

‘Head in the sand' syndrome - if I can't see it, or acknowledge it then it doesn't exist!

Make sense of environment and the change

Boost in self-confidence

"The light at the end of the tunnel"

The awareness that one’s viewpoint is recognized and shared by others

–relief that something is going to change and not continue as before

We may perceive more to the change, or believe we will get more from the change than is actually the case

Hostility

Threat

Guilt

The continued effort to validate social predictions that have already proved to be a failure

Individual's continue to operate processes that have repeatedly failed to achieve a successful outcome and are no longer part of the new process or are surplus to the new way of working

Hostile behavior, unfriendliness, rancor

Disillusionment

Depression

Anxiety

Here people perceive a major change on what they believe to be their core identity or sense of self

Act/react in what is, potentially, a totally new and alien environment - one where the 'old rules' no longer apply and there are no 'new' ones established as yet

This is bigger than I thought!

Fear

Values, beliefs, goals incompatible with organization

Lack of commitment

An awareness of a “dislodgement” of our self from our core self-perception

–Looking at past

–Re-defining sense of self

Meeting core beliefs?

–Realize impact of own behavior

“Shame”

–Other people’s opinion

What impact will this have?

How will this affect me?

Key emotion that will cause us to resist change

The awareness that events lie outside one's range of understanding or control

Individuals are unable to adequately picture the future

Do not have enough information to allow them to anticipate behaving in a different way within the new organization

Unsure how to adequately construe acting in the new work and social situations

The awareness that our past actions, behaviors and beliefs are incompatible with our core construct of our identity

Individuals are uncertain as to what the future holds and how they can fit into the future 'world'

Who am I?

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