A View of the C

Funny – Inappropriate – Edumacational

Change Sucks

Whether you’re broken up with, laid off (ahem), or simply have to move trailer locations, there are distinct stages of change and I’m still trying to figure out what stage I’m in. Maybe there should be a “fuck you” phase cause that’s definitely how I still feel. But to get a bit more clinical, check out the chart below and the descriptions of the change phases after the jump. 

change-phases

The seven phases of change can be described as follows:

 

Phase

Description

Shock and Surprise

Confrontation with unexpected situations. This can happen ‘by accident’ (e.g. losses in particular business units) or planned events (e.g. workshops for personal development and team performance improvement). These situations make people realize that their own patterns of doing things are not suitable for new conditions any more. Thus, their perceived own competence decreases.

Denial and Refusal

People activate values as support for their conviction that change is not necessary. Hence, they believe there is no need for change; their perceived competency increases again.

Rational Understanding

People realize the need for change. According to this insight, their perceived competence decreases again. People focus on finding short term solutions, thus they only cure symptoms. There is no willingness to change own patterns of behavior.

Emotional Acceptance

This phase, which is also called ‘crisis’ is the most important one. Only if management succeeds to create a willingness for changing values, beliefs, and behaviors, the organization will be able to exploit their real potentials. In the worst case, however, change processes will be stopped or slowed down here.

Exercising and Learning

The new acceptance of change creates a new willingness for learning. People start to try new behaviors and processes. They will experience success and failure during this phase. It is the change managers task to create some early wins (e.g. by starting with easier projects). This will lead to an increase in peoples perceived own competence.

Realization.

People gather more information by learning and exercising. This knowledge has a feedback-effect. People understand which behavior is effective in which situation. This, in turn, opens up their minds for new experiences. These extended patterns of behavior increase organizational flexibility. Perceived competency has reached a higher level than prior to change.

Integration

People totally integrate their newly acquired patterns of thinking and acting. The new behaviors become routine.

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December 1, 2008 - Posted by | Commentary, Did you know?, Economy | , , , , , , , , , , , , , ,

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