Managing Change Open Forum: Supporting your team

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Supporting your team
through times of change
Managing Change Open Forum
London
4 July 2014Jan Shine
Paullus Consultancy
AUA CPD Consultant

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Objectives of the session
Participants will have the opportunity to:
• consider effective ways to support colleagues before,
during and after the implementation of change
• practise applying relevant theories and tools to your own
situation
• increase confidence in supporting colleagues through
transitions

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Your experiences
In pairs:
Describe a workplace change you have experienced
Some possible points to cover:
 was it a change you initiated?
 what was your initial response to the change?
 how did you feel about it later on?

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The change curve

5. Transitions
Neutral zone:
Movement
Ending:
Unfreeze
Status quo
Beginning:
Re-freeze
New order
William Bridges, transition model
•We acknowledge there
are things we need to let
go of
•We recognise that we
have lost something
•The old way has finished but the
new way isn’t here yet
•Everything is in flux and feels like no
one knows what they should be
doing
•Things are confusing and disorderly
New way feels:
•comfortable
•right
•the only way

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The Gleicher formula
D x V x F > R
D = the level of dissatisfaction with the present
V = a shared vision of the desired situation
F = the awareness of some actionable first steps
R = resistance to change

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Face the fear
Team activity in advance of change
Agree the
specific change
to consider
Everyone writes
down their fears
(anonymously)
about that
change
The team leader
reads them out
one by one
Team members
discuss each
contribution in
turn, and pool
ideas to assuage
each fear

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Which are the
three most
important
behaviours as a
team leader
during times of
change?
Discussion ……

9. Team activities during change
What do
we do well
as a team?
Which
behaviours
are most
important for
our work?
Where
are we
now?
What could
we improve?
Do our
team
strengths
align with
the
institution’s
mission?
Where are
the gaps? =
development
priorities

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Visioning the ‘best 6 months’
in the life of this team
 What behaviours are we displaying?
 What do our customers see?
 What does it feel like to us?
 What is our environment like?

11. Team activity post-implementation
Angry Sad Glad
How does this change make me feel?
Team members write on post-its
all the things about the change
that make them:
Group reviews all post-its
and identifies/discusses
themes
Process repeated
for things that
make them:
and then
again for
things that
make them:
Team members then compare the outputs to the change curve and
consider where they are and review how they feel about the ‘angry’
and ‘sad’

12. Recognise that your job is harder during periods of change and that team
members will be looking to you for information and reassurance
Provide clarity about strategic direction and organisational expectations
Seek active input from team members to define the team’s vision for the
future
Help people recognise that the feelings evoked during transitions are
perfectly normal and that they are not alone
Encourage team members to talk openly about their fears and concerns
Don’t neglect your own needs and well-being
Communicate, communicate and then communicate some more
Top tips for leading a team
at times of change

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Reflection and action planning
Discuss in pairs:
 What has been the value of this workshop for you?
 What impact, if any, might it have on your professional
practice as a team leader?
….. note key points

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Thank you
for your contribution
to this session
www.paullusconsultancy.com