Workplace Change and Transition by Catherine Adenle

Workplace ChangeWorkplace Change
andand
TransitionTransition
Redirecting your thoughts and overcoming fearRedirecting your thoughts and overcoming fear
ByBy Catherine AdenleCatherine Adenle
http://catherinescareercorner.comhttp://catherinescareercorner.com

AgendaAgenda
• Introduction
• What is change?
• Imminent change
• Change Curve
• Behaviours
• Coping strategies
• Transitioning
• Exploring opportunities
• What next?
By Catherine AdenleCatherine Adenle
http://catherinescareercorner.com

AimsAims
• To look at and understand how you can cope
through transition and change
• To further understand yourself and what is
important in how you transition to the next role
for you
• To begin to explore opportunities as to what
could be next for you

Change presses us out of our comfort zone. Change is for the
better or for the worse, depending on how you view it. Change
has an adjustment period which varies on the individual. It
could be uncomfortable, because changing from one state to
the next upsets our control over outcomes.
Change has a ripping effect on those who won’t let go.
What is change?What is change?

Few changes over the yearsFew changes over the years
Nobody can go back and start a new beginning, but anyone can startNobody can go back and start a new beginning, but anyone can start
today and make a new ending.today and make a new ending.
Nobody can go back and start a new beginning, butNobody can go back and start a new beginning, but
anyone can start today and make a new ending.anyone can start today and make a new ending.

Change quotesChange quotes
“He who rejects change is the architect of decay”
~Harold Wilson
“It is not the strongest species that survive, nor the
most intelligent, but the ones who are most
responsive to change”
~Charles Darwin
“Our only security is our ability to change”
~John Lilly

Why change?Why change?
No change is without a purposeNo change is without a purpose
• Environment –
internal or external
factors
• Systems
• Processes
• Culture
• Things could be better
• Mergers
• Acquisitions
• Continuous
improvement
• Take over
• Competition
• Innovation
• Upgrades
• New strategy
• Outsourcing
• Off-shoring
• Economy
• New technology
• Centralization
• Restructuring

Top 10 sources of workplace stressTop 10 sources of workplace stress
 Too much to do at once
 Random interruptions
 Constant changeConstant change
 Mistrust, unfairness, and office politics
 Unclear policies and no sense of directions
 Career and job ambiguity
 No feedback - good or bad
 No appreciation
 Lack of/poor communications
 Too much or too little to do.

What if I
lose my
job?
How will I
pay my
bills?
Will I find
another job?
It won’t
affect me!
Why am I
feeling like
this?
I hate thisCompany
I am going to be
okay. The job market
is improving!
I am not
going to
accept this…
When is
this going
to end?
My new jobmight be apromotion
Anxiety
Fear
Threat
Denial
Resistance
Depression
Hostility
Despair
Gradual
acceptance
Moving
forward
Thoughts on change in a workplace…Thoughts on change in a workplace…

Change curveChange curve
……and 3 support stagesand 3 support stages
Information/CommunicationInformation/Communication
EmotionalEmotional
supportsupport
Guidance/DirectionsGuidance/Directions

Facts about changeFacts about change
Different people react differently to change.
Change often involves a loss, and people go through the "loss curve."
Most change outcomes succeed or fail on the cooperation of the people
who must make the change.
The key question asked or unasked on everybody’s mind about
change is “What’s in it for me?” (known by many as WIIFM.)
A “few” people and groups are almost always pivotal to a smooth and
effective change implementation.
Positivity is the key to coping successfully with change
Everyone has fundamental needs that have to be met .
A clear plan of action is needed for each group/individual who needs to
cope with change in order for them to navigate the change curve.
Communication and seeking support are key ingredients when coping
with change. By Catherine AdenleCatherine Adenle

Change vs. TransitionChange vs. Transition
TRANSITIONTRANSITION
• Internal
• Personal
• Slower
• Less visible
• Less predictable
• Psychological
• Intangible
CHANGECHANGE
• External
• Organisational
• Quicker
• More visible
• More predictable
• Physical
• Tangible
Change is the shift, transition is the process of oneChange is the shift, transition is the process of one
state of being to anotherstate of being to another

Barriers and resistance to changeBarriers and resistance to change
• Fear
• Anger
• Habits
• Negative thinking
• Attitude
• Culture
• Subjectivity
• People
• Emotions
• Poor planning
(1)Parochial self interest
(2)Misunderstanding
(3)Low tolerance of
change
(4)Genuine Disagreement
““The normal reaction to change is resistance.”The normal reaction to change is resistance.”

Reasons why we resist changeReasons why we resist change
• Loss of control - When people feel too
much of the change is ‘being done to
them’ rather than done ‘by them’.
• Loss of face - If change results in
people losing face or status.
• Loss of identity - People build
identities around aspects of their job
and organization. Getting rid of
important symbols and traditions can
hurt.
• Loss of competence -When people
feel their old competences are
challenged and they lack the new
competences to deal with the
changed situation.
• Excessive personal uncertainty -
When people don’t know what the
change is going to mean for them and
their job. (Source: based on Kanter, cited
in Lorenz, 1985)
• Surprise - Springing change on
people is likely to make them
skeptical and defensive.
• More work - Usually change means
more work for those involved.
• Past resentments - People resist
change if it is led by someone
against whom they have past
grievances. Forcing through change
can build up problems for the future.
• Unintended consequences - When
the change in one area leads to
unintended consequences in
another.
• Real threats - When change
threatens an individual’s or group’s
interests: e.g. the closure of a
project.

Overcoming resistance to changeOvercoming resistance to change
Resistance Path to Solution
Where there is a lack of information or inaccurate
information and analysis
Education and
Communication
Where the initiators do not have all the
information they need to design the change, and
where others have considerable power to resist
Participation and Involvement
Where people are resisting because of
adjustment problems
Where someone or some group will clearly
lose out in a change and where that group
has considerable power to resist
Facilitation and Support
Negotiation and Agreement
Where other tactics will not work, or are too
expensive
Manipulation and Co-option
Where speed is essential and the change
initiators possess considerable power
Explicit and Implicit
Coercion

Your personal questions to answerYour personal questions to answer
• Where am I now on the change curve?
• What are the key reasons I am there?
• How does that make me feel?
• What actions can I take to move forward on the curve?
• What might hold me back from taking these actions or get
in the way?
• If I wasn’t worried about the consequences what would I do
if I wasn’t afraid?
• What small step could I take towards this?
• Who could I speak to talk this through further?
• What am I going to do next within the next 7 days?
• How Committed am I to taking this step? (Where zero =
not committed and 10 = totally committed)

Change: questions to youChange: questions to you
• What do you think about the change?
• How do you feel about the change?
• What do you see your role as in the change?
• What is your opinion about the change?
• What is your experience with this type of change?
• How will you be impacted by the change?
• What are your ideas about the change?
• Would you change anything about the change?
• Why do you think the change is needed (or not)?
(Reflections)(Reflections)

What happens if you miss an element?What happens if you miss an element?

How change affects teamsHow change affects teams
 People who thrive on change—Direct, results-oriented people who
embrace quick decisions and changes, challenge the status quo, and initiate
change activity within [an organization].
 People who aren't bothered by change—Optimists whose enthusiasm
and creative solutions to handling change keep others motivated during
flux situations.
 People who resist change and need time to prepare—Steady
decision-makers who don't like to be rushed and appear to "put up" with
change.
 People who are concerned with the effects of change—Cautious,
careful objective thinkers who seek to maintain high standards, regardless
of changes going on around them.

Change: We have a choice!Change: We have a choice!
 Get angry, be in denial and
continue to react angrily
 Be angry, be in denial, get
angry and continue to alternate
 Get angry, then PAUSE, gather
your thoughts, suspend your
emotions
 React, reflect, understand,
conscious and purposeful
response and look for your new
beginning

Dealing with your own reactionsDealing with your own reactions
• Expect a reaction!
• Accept that your feelings are the natural result of being in
an uncomfortable situation.
• Tell yourself the truth- allow yourself to be upset, worried
or sad.
• Get as much information as you can about how or if your
situation will change.
• Reach out to others.
• Talk with people you can trust about your experiences,
reactions, and feelings. If you have access to a Mentor go
to them or consider an Employee Assistance Program.
• Give yourself time to deal with it.
• Take the time to grieve the losses that change brings.

Practical approaches – Get on the balcony
PAUSE and ask yourself:
 Why do I feel like this?
 What am I missing here?
 What can I do to benefit ‘me’ straight away?
 Where do I focus my energy?
 Who can help me?
 What might be another way of looking at this
change?
Our moments of choiceOur moments of choice
““The art of looking at ourThe art of looking at our thoughts and what produces them”thoughts and what produces them”
““Seeing our seeing”Seeing our seeing”

Your circle of control and moments ofYour circle of control and moments of
choicechoice
Another way of looking at this:
 What can I control?
 What can I influence?
 What do I need to have on my radar of concern?
Moments of choice:
 Less reactivityLess reactivity
 Enhance self awarenessEnhance self awareness
 Notice automatic thoughts and beliefsNotice automatic thoughts and beliefs
 Enhance focus, awareness and clarityEnhance focus, awareness and clarity
 Sense of calm, presenceSense of calm, presence
 Deliberate and purposeful actionDeliberate and purposeful action
 Seeing from the wholeSeeing from the whole
 Acceptance of what is outside ourAcceptance of what is outside our controlcontrol

Your Circle of controlYour Circle of control

Being solution focused: what can youBeing solution focused: what can you
do and what do you want to do?do and what do you want to do?
• Solution is more
important than the
problem
• Vision of a way forward
• Proactive
• Purposeful
• Intentional
Old woman or young lady?

Being solution focusedBeing solution focused
Take a PEEPPEEP at some new MAPSMAPS
Change the viewing:
• Define the PPreferred outcome
• Seek out any EExceptions to the problem
• Identify any EExisting resources
• Celebrate PProgress made so far
Change the doing:
• Generate MMultiple options
• Remember to AAsk how to rather than why?
• Turn PProblems in to platforms for solutions
• Use SSmall smart steps

Coping with change: GuidelinesCoping with change: Guidelines
 Be solution focused.
 Keep everything in perspective.
 Develop support relationships at work and home.
 Define your outcome and identify your strengths and resources.
 Be Proactive.
 Take care of yourself.
 Build self-esteem.
 Be open and flexible.
 Keep your "sunny side" up.
 Take control of your life.
 Small change can lead to bigger changes.
 Focus on your desired outcome and future state.
 Avoid negative energy.
Past Now Future

Tips for coping with changeTips for coping with change
 Take responsibility for what you can control
 Accept that some things are out of your control
 Keep an open mind and ask questions
 Ask yourself - what does a good ending look like for me?
 How is the ending I visualised going to be achieved?
 Think of good examples of change that has worked well
 Talking about it helps – talk to colleagues, your manager,
relatives, your partner, and friends
 Go on online check change advice sites
 Work towards achieving great success out of the change
 Hard, but remain positive and be proactive
 Focus on a final good outcome and a new beginning

Identify suitable options…Identify suitable options…
• Pulling all of the “understanding yourself” and
“exploring opportunities” information together:
• What are your best options?
• What path do you want to take?
• What type of role interests you most?
• What adverts have sparked your interest?
• What training do you need/want to do to be
able to take this path?

Upside of positivityUpside of positivity
Positivity widens the span of possibilities
you see
 Positivity puts the breaks on negativity and
is a key to resilience
 Positivity feels good
 You can increase your positivity
 Mental and physical health
 Live longer!

What next?What next?
• Reflect on where you are in the change curve
– what can you do to help yourself move through it?
– What coping strategies are you going to use over the
next few months
• Review your responses to the “understanding
yourself” section – what more do you need to consider or
think about?
• Explore more opportunities, to get a greater picture of
what might be out there!

Yes, we can all overcome change…Yes, we can all overcome change…
“Sometimes, a change that pushes us to
the wall gives us the momentum
necessary to get over the wall and see
the great possibilities that are on the
other side!”
"You're stronger than you seem, braver than you"You're stronger than you seem, braver than you
believe, and smarter than you think."believe, and smarter than you think."

Coping with change: BooksCoping with change: Books
• The Heart of Change: Real-Life Stories of How People
Change Their Organizations, by John P. Kotter and Dan S.
Cohen.
• Dealing With Change by Bonnie Messer
• Who Moved My Cheese? by Dr. Johnson
• Managing change and transition by Richard Luecke
• Successfully Managing Change in Organizations: The Workbook
by Stephen J. Thomas
• Strategies for Successful Career Change
: Finding Your Very Best ...by Martha E. Mangelsdorf
• The Change
Cycle: How People Can Survive and Thrive in ...by
Ann Salerno
• What Color Is Your Parachute? 2011:A Practical Manual for
Job-Hunters and Career-Changers by Richard Nelson BollesBy Catherine AdenleCatherine Adenle

ResourcesResources
• Coping with Change in the Workplace Coping with a Changing
Workplace: The only constant in today's workplace is change, and
often it happens quickly, ... Management and Human
Resources ... how we react to others, and how well we work
together—and how we cope with change
• Making sense of change management
: a complete guide to the models, ...Esther Cameron, Mike Green
-
• Change management: the people side of change Jeff Hiatt,
Timothy J. Creasey
• Change Management: A Guide to Effective Implementation Rob
Paton, James McCalman
• Coping with Change « Power to Change Coping with change is
never easy.

Questions?Questions?

Workplace Change and Transition by Catherine Adenle

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