Introducing
Your new presentation assistant.
Refine, enhance, and tailor your content, source relevant images, and edit visuals quicker than ever before.
Trending searches
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?