B415 Management 1 seminar 4

1. Introduction to Management 1
Seminar 4 Coaching Through
Change
Stage 2 Session 2

2. Overview
• To examine the transitions of change
• To explore further how they impact the management of others
• And the strategies required to manage others to effective outcome
2

3. Learning Outcomes of this lecture
• To understand more our personal reactions to change, and
initially explore some gender perceptions
• To be introduced to the model of transitions (Bridges) and
how that can be practically implemented in organisations
• To develop further the stages of change and our internal
reactions
• To have greater appreciations of the strategies that can be
employed to manage change

4. Gender related question
•Are women or men more
effective at managing
change?
•Views?
4

5. Change and you
5
• Please get into small groups of no more than 5
• Discuss the following:
• Consider the most significant change you have experienced
• What happened?
• How did you feel?
• How did you get through it to a different place?
• Be ready to share in the main group

6. Change vs. Transition
Change
• An alteration in the
external situation or
circumstances, can
happen fast. e.g.
• new management
team
• office relocation
• new structure
• downsizing
• a merger or
acquisition
6
Transition
• The inner
psychological process
of accepting and
working through the
change in the external
situation.
• The human side of
change takes time.

7. Managing transitions
7
Ref: William Bridges

8. The point is
Not to dwell that the change is good or bad, but to work on the
transition: ‘the personal stuff’:
1. To have a new beginning you
need to acknowledge an ending
2. Pay attention to the feelings and
thoughts of the transition
3. Recognise and be easy on
yourself – for example by
maintaining some continuity with
the old
8

9. Understanding Change
Shock Numbness
Fear
Anger
Moving on
Depression
Denial
Acceptance
Understanding
Time
Morale & Competence
Kubler Ross Change Curve

10. Understanding change and coaching
Resistance
Acceptance
Exploration
Commitment
Denial
Shock
Numbness
Anger
Fear
Moving on
Depression
Denial
Understanding
Time
Morale & Competence
Kubler Ross Change Curve
Will
Page 28
Goal
Reality
Options

11. Gender based perceptions in the workplace
Feminine Masculine
Org Structure Participative – colleagues
are complementary
Hierarchical – colleagues
are competition
Focus of interpersonal
attention
Process (care about the
how)
Outcome (care about
where they stand)
Operating style Interactional – connect,
understandings
Transactional – pass
information, give
directions
Problem solving Intuitive Linear – methodical
Individual work style Collaborative Independent
Management Supportive Directive
View of conflict Disruptive Normal
11
Ref: Deborah Tannen

12. Gender and managing change: our question
Recent (Western) study – Paton and Dempster (Glasgow)
• Finds that males preferred techniques based on order and control
• Whilst female managers preferred more open-ended and
participative approaches
• Reports that women were better at dealing with multiple tasks
• But concludes that women do not make better managers
12

13. Awareness and personal change
Anthony de Mello (1931 - 1987)
A man found an eagle's egg and put it in a nest of a barnyard hen.
The eaglet hatched with the brood of chicks and grew up with them. All his life the
eagle did what the barnyard chicks did, thinking he was a barnyard chicken. He
scratched the earth for worms and insects. He clucked and cackled. And he would
thrash his wings and fly a few feet into the air.
Years passed and the eagle grew very old.
One day he saw a magnificent bird above him in the cloudless sky. It glided in graceful
majesty among the powerful wind currents, with scarcely a beat on his strong golden
wings. The old eagle looked up in awe. "Who's that?" he asked. "That's the eagle, the
king of the birds," said his neighbour. "He belongs to the sky. We belong to the earth -
we're chickens."
So the eagle lived and died a chicken, for that's what he thought he was

14. End of Lecture
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© Pearson College 2013