Transcript Managing Change

Managing Change
Instructor: Hank Sobah
CHANGE
• What is change?
• How is change perceived in your
organization?
• How can you improve the change
process so it will go smoother?
• Why must there be change?
• Can people be taught or led to enjoy
change?
The Reality of Change
•• All
thingsthing
change,
nothing is extinguished.
A
living
is
distinguished
from
a dead
•. .Change
alone
is
unchanging.
. There
is nothing
in the
whole
world at
thing
by
the
multiplicity
of
the
changes
Heraclitus
(c. change
535-c.Everything
475
B.C.),flows
Greek
• All
things
must
to
something
new,
which
is
permanent.
any
moment
taking
place
in
it.
Herbert
philosopher.
Nothing
endures
but
change.
- Heraclitus
•• Change
is
the
constant,
the
signal
for
to
something
strange.
onward;
all
things
are
brought
into
being
Spencer (1820-1903), English philosopher.
rebirth,
the
egg of
the
phoenix.
-with
Henry
Wadsworth
Longfellow
a changing
nature;
the ages
-themselves
Christina Baldwin
glide by in constant
movement. - Ovid (43 B.C.-A. D. 17),
Roman poet.
The Conflict of Change
•• God,
grant
me
the
serenity
to
accept
the
Change
means
movement.
Movement
• things
Most of
us
are change,
about
asthe
eager
to beto
I cannot
courage
means
friction.
Only
in
the
frictionless
changed
as
we
were
to
be
born,
and
go
change
the
things
I
can,
and
the wisdom
• They always say that time changes
things,
vacuum
of change,
adifference.
nonexistent
abstract
world
through
our
changes
similar
state
• to
If
we
don't
wein
grow.
If weof
know
the
-achange
Reinhold
Niebuhr
but
you
actually
have
todon't
them
shock.
don't
grow,- Andy
we aren't
reallyoccur
living.without
- Gail
can movement
orWarhol
change
yourself.
Sheehy
that abrasive friction of conflict.
The Impact of Change
• Change has a considerable psychological
impact on the human mind.
•We
Men
make
history,
and
not the
other
way
must
become
the
change
we
want
to see.
–
To
the
fearful
it
is
threatening
because
it
around.
In periods
where there is no
- Mahatma
Gandhi
means thatsociety
things may
get worse.
leadership,
stands
still. Progress
occurs
courageous,
skillful
leaders
– To thewhen
hopeful
it is encouraging
because
seize
themay
opportunity
things
get better.to change things for
the better.
To theS.
confident
- –Harry
Trumanit is inspiring because the
challenge exists to make things better.
- King Whitney, Jr.
More on the Impact of
Change on Reality
• The future is not a result of choices among
paths
offered
by the it
present,
but the
a
• alternative
In
a is
time
ofadrastic
change
is
theain't
Life
like
dogsled
team.
If
you
place
that is
created--created
learners
who
the
future.
The
lead dog, the inherit
scenery
never
changes.
first in the
mind and
created equipped
learned
usually
find will,
themselves
-–Lewis
Grizzard
– next
to
live ininactivity
a world that no longer exists.
• The
future
is not some place we are going to,
- Eric
Hoffer
but one we are creating.
• The paths are not to be found, but made, and
the activity of making them, changes both the
maker and the destination.
- John Schaar, futurist
What things can you easily
change within an organization?
»Culture
»Climate
Culture
• Example: when the Armed Forces started to
• Changing
the culture
of an
integrate women
more fully
intoorganization
what was
traditional
jobs, a great resistance
was put
takes
themale
full commitment
of every leader
forth
bythe
the organization.
men who believed that the type of
within
soldiering skills they were performing, could only
• You
cannot just
tell people, "From now on
be performed
by men.
going
to be
done this
way."
• its
Many
of them
believed
in equal
rights, but the
culture they worked and lived in made them
believe that their work was strictly a man's
job...they could not picture women doing a job
that was traditionally performed by males.
Climate
• For
example,
believe
department on
Climate
is a you
feeling
by your
the employees
needs
to provide
better
customer service.
how they
perceive
something
should You
be
then
the minute.
necessary actions to help your
donetake
at the
department start performing customer service
• These
can of
normally
be changed
better. Infeelings
the majority
organizations,
your
within
few
or weeks.
actions awill
nothours,
be metdays
with great
resistance
the get
ranks.
Why?
Because
"nottheir
• throughout
The workers
these
feelings
from
providing good customer service" is not part of
leaders,
both
formally
and informally.
the heritage
of most
organizations.
Some of
Feelings
transmitted
to them
by how
them may are
not believe
they have
to provide
great
their
leaders
actbecause
and model,
and what
customer
service
they never
have, they
they
praise
and organization
ignore.
are the only
providing the service
they sell, etc. So if someone wants to change it,
it does not really affect others in the
organization.
Five fairly certain
principles of change
• Change happens. It will happen to you.
– New owner, new boss, new systems, new standards: Any or all are
likely to be a part of your career. Expect it.
• Change isn’t fair.
– Successful operations get sold. Popular bosses get replaced. Hardworking employees lose jobs. It doesn’t seem right. But good people
displaced by change usually do well in the long run.
• Change creates more work.
– New leaders change systems, seek efficiencies, and set new goals, all
of which can result in increased workloads for staff. The additional work
may be permanent or temporary, a burden or an opportunity.
• Change requires communication.
– Poor communication makes change more difficult. Leaders should
explain changes of system and philosophy, but often do it poorly.
Employees can reduce confusion and frustration by seeking answers
rather than making assumptions.
• Change can be a time of self-renewal.
– Employees who carefully analyze their new situation may find
themselves rededicated to their employer, or ready to move to a
workplace that is a better fit for them.
Five fairly good pieces of
advice about change
• Be a saver.
– Save money, of course. It can embolden and cushion you, if you find
yourself in a worst-case change scenario. (Don’t ever ever pass up a date
with a 401k plan.) But be a saver of stuff, too. That means your best work.
Great stories. Clippings. Awards. Memos of praise. Doing this does not
make you an egomaniac. It makes you prepared to prove your worth to
some future boss.
• Suspend disbelief.
– This is tough. But start with the assumption that a new regime may have
some good ideas. After all, think of all the things you’ve complained about
for years. The old ways weren’t always the best ways. Forgive the newbies
for little sins at the outset–for things that are oversights or ignorance. Give
them a little time to learn.
• Communicate.
– If change requires communication, remember your part in it. Confused?
Concerned? Ask questions. Be a reporter. Learn everything you can about
the new regime. Knowledge is power, especially in times of change. Rumors
can devastate morale–yours. Don’t get caught in the rumor game. Get all the
facts you can.
Fairly good advice (cont’d)
• Consider the O-L-R equation.
– In the end, there are three things that determine your job satisfaction:
Occupation-Location-Remuneration.
– Occupation: Do you like your job? Do you look forward to going to work? Do
you believe in the goals of the organization? Are you challenged? Do you
feel respected, valued? Are you doing good work?
– Location: Do you care about your community? Like the weather? Live near
family? Love your neighbors? Feel comfortable and connected? Feel you
can bloom where you’re planted?
– Remuneration: Are you paid what you’re worth? Sure, we all want more, but
are you getting a fair wage? Are you rewarded in other ways: with training,
good assignments, growth opportunities?
– Check your O-L-R equation. What do you have? One of three? Two? Three
of three? Based on your equation, you can decide whether it is time to leave
or stay in your current job. If you have three of three, don’t be tempted to
switch jobs for a few dollars more. Not unless you know without a doubt that
the new position is another three-out-of-three.
• Think cultural anthropology.
– Yup. When your gut is churning from dealing with change, and you think
your workplace is going downhill, take a cue from cultural anthropologists.
The Cheese Experience
An A-Mazing way to deal with change
In your work and life
Based on the #1 Bestselling Business Book
Who Moved My Cheese by Dr. Spencer Johnson
Describe your situation
• Describe a current situation in which you
or others are having difficulty dealing with
change.
• How do you feel about the situation?
• How do you think it will turn out?
How many of you are
afraid of change?
If You Are Afraid
of Change?
PLEASE STAND UP
How many of you think
OTHER PEOPLE
afraid of change?
If You Think
OTHER PEOPLE
Are Afraid
of Change?
PLEASE STAND UP
What does that tell you?
Most of us are more
afraid of change than we
would like to admit
-- even to ourselves
Are you comfortable where you are?
Change Where You
Are Sitting
Now!
Change Quickly
Preferably within One Minute
How Do You Feel
When You Are
Told To Change Quickly
But Do Not Know Why?
Change Imposed is Change Opposed
How Would You Feel
About Choosing
A Reliable Way To Change
And Succeed In A
Rapidly Changing World?
When YOU Choose To Change, You Gain
The 3 Goals of this Program are to:
1.Provide you with a new and positive way of
looking at change, so it works to your
advantage
2.Give you a fun language and method of
thinking that will accelerate your, and your
organization’s ability to change
3.Show you a reliable way to win by doing
what works in changing times
What would you like to have happen as a result of
participating in this program?
Program Part One
• Introduction and Goals
• Who Moved My Cheese? - The Bestseller!
• Reading the Handwriting on the Wall In Your
Own Situation
• Who Are You In The Story?
Program Part Two
•
•
•
•
•
•
•
Who Moved My Cheese? - The Movie!
Parts of All of Us
Relating To Sniff, Scurry, Hem & Haw
Journey of Loss and Gain
Imagining Your New Cheese
Summary and Review
Sharing Cheese Now, At Work and At
Home
Understanding Change
Who Moved My Cheese?
Having Cheese Makes You Happy
Cheese is a symbol for
whatever is important to you
– the way you do your job,
relationships with other
people, health, peace of
mind, etc.
The Maze is where you look for
cheese – your organization,
community or family
What is your cheese, and
where are you looking for it?
Is Your Cheese…
• More Respect at Work? A Raise? Better Health?
• More Time with the Family? More Peace of
Mind?
• Have you really thought about what your Cheese
is?
• What is important to you at work or in your life?
The more important Cheese Is To You,
The More You Want to Hold Onto It!
• What are you holding on to?
• What do you need to let go of – if you want to
succeed in a changing situation
• Is it an old way of doing your job – or behaving
• Is it letting go of old products? An old marketing
plan?
• An old idea of what your customers really want?
• An old idea of what your job is, or how you do
your job?
• What are you holding on to?
• What do you need to let go of – if you want to
succeed in a changing situation
• Is it an old way of doing your job – or behaving
• Is it letting go of old products? An old marketing
plan?
• An old idea of what your customers really want?
• An old idea of what your job is, or how you do
your job?
If You Do Not Change,
You Can Become Extinct
• Is there a threat that you are becoming extinct in
the old way you are doing things?
• Do you know the names of once-powerful
companies or institutions that are now extinct?
• Was it because they did not change? Or
individuals who could not change and have lost
what they had?
• Some examples: Pan Am, Woolworth’s, The
League of Nations. Who else can you think of?
It’s Safer to Search in the Maze than
Remain in a Cheeseless Situation!
Do you realize there is always New Cheese in
the Maze – Whether you Believe It Or Not?
Where will you find your new cheese?
What are you afraid of?
Why does this frighten you?
What would you do differently – in the way you do your
job, or live your life – if you were completely unafraid?
How would these new actions improve your situation?
When you Move Beyond
Your Fear,
You Feel Free!
• How Good do you think you will feel when you move
beyond your fear to find new cheese?
• Do you remember a time when you finally did something
you were afraid to do? How did it feel? What was the
outcome?
• SMELL THE CHEESE OFTEN SO YOU KNOW
WHEN IT’S GETTING OLD
• What changes are occurring in your industry or your life
that will help you see what you are doing that is old and
ineffective?
• Have you looked closely enough to notice the changes
that could affect you?
The Quicker you let go of Old Cheese
The Sooner you find New Cheese
• Can you change quickly enough to succeed in a rapidly
changing world?
• What is keeping you from changing now?
• What actions can you take soon?
• Do you realize – the longer you wait, the harder it is to
change?
• The sooner you adapt, the better off you’ll be!
When you change what you believe
you change what you do!
• List some new beliefs you could adopt
today about change, that would work to
your advantage
• Example: Instead of losing from change, I
can gain from the change…
• Example: Instead of distrusting the simple
answers, I’m going to do the simple things
that work when things change…
Who are you in the story?
Each character illustrates potential parts of
ourselves. Which character most represents
the way you typically deal with change?
•
•
•
•
Sniff – Who can smell change in the air?
Scurry – Who goes into action immediately?
Hem – Who doesn’t want to change? NOT FAIR!
Haw – Who is startled by change, but then laughs
at himself and moves on to enjoy New Cheese?
Which Character do
You Identify With?
• Which character most represents the way
you typically deal with change – and why?
• After you have written down which character
you identify with, move to the corner of the
room of the character you relate to.
• Discuss and write down – What excites you
about change? What scares you about
change?
• Select a spokesperson to present a summary
for the whole group.
• Sniff – Sees early signs
of change before others
are aware
• What excites Sniff about
change?
• What scares Sniff about
change
• Hem – Do you hem
and haw in a new
situation and wish
change wasn’t
happening?
• What excites Hem
about change?
• What scares Hem
about change
• Scurry – Sees what is
needed an takes action
immediately
• What excites Scurry
about change?
• What scares Scurry
about change
• Haw – Can you laugh at
yourself for not wanting
to change, then move on
to explore the maze and
enjoy the New Cheese?
• What excites Haw about
change?
• What scares Haw about
change
End of Part I
Program Part Two
•
•
•
•
•
•
•
Who Moved My Cheese? - The Movie!
Parts of All of Us
Relating To Sniff, Scurry, Hem & Haw
Journey of Loss and Gain
Imagining Your New Cheese
Summary and Review
Sharing Cheese Now, At Work and At
Home
Understanding Through Animation
Who Moved My Cheese?
The Movie
Are you comfortable
where you are now?
Did you go back to
old habits and sit
with people you know?
Please change where you
are sitting -- Again
Change Quickly
Preferably within One Minute
• How did it feel to change this time – any
difference?
• Are you choosing a new way to adapt to
change that you can use to your
advantage?
• When YOU choose to Change, YOU Gain!
The Sniff, Scurry, Hem and Haw
Parts of All of Us
We may have a little bit of each of
these characters in us which we can
use to help us deal with change.
During this next interactive exercise, share
what you feel – the more you participate, the
more you will learn about yourself
The Sniff in You:
How can you Sniff out change and succeed?
• Expect Change to Occur at Work & In Life
• Sniff out small changes now that alert you to
the larger changes that lay ahead.
• Adapt – change what you are doing – and win!
Identify a situation where you behaved like Sniff
and discuss with the person next to you
-2 minutes each -
The Scurry in You:
How can you Scurry into Action and succeed?
• Once you have sniffed out the changes that are
happening, get moving in a new direction ASAP.
• If you get lost, change your direction by taking a
different action.
• Adapt – change what you are doing - and win!
Identify a situation where you behaved like
Scurry and discuss with the person next to you
-2 minutes each -
The Hem in You:
How can you Avoid Losing like Hem?
• Don’t deny that change is happening!
• Don’t Hem and Haw – go beyond your comfort level
or fears.
• Don’t get angry, bargain or become depressed. If
you play Hem’s victim game you will be left behind.
• Adapt – Change what you are doing – and Win!
Identify a situation where you behaved like Hem
and discuss with the person next to you
-2 minutes each -
The Haw in You:
How can you be like Haw and succeed?
• Get in touch with reality – change is occurring.
• Adjust – laugh at yourself if you are resisting
change
• See yourself enjoying something better and go
into the Maze for New Cheese!
• Adapt – Change what you are doing – and Win!
Identify a situation where you behaved like Haw
and discuss with the person next to you
-2 minutes each -
• Remember – We may see all of these
types not only in ourselves, but (in reality)
in our leaders as well.
• Sniffs can help us know when to change,
Scurrys can help us change quickly. Haws
can lead the way once they see the way
and Hems can help us stay the same
• Each type can lead the way, but be aware
– Haws can sometimes be leaders in the
WRONG DIRECTION – They can hold
people back from pursuing New Cheese!
But How do We Relate to the Others?
Relating to “Sniffs”
• Sniffs can help you create a vision of New
Cheese by sniffing out change and its
opportunities
• Sniffs want to work with organizations and be in
families that recognize change and adapt in time
• Encourage Sniffs to identify changes that result
in new products and services that customers
want – or, new ways to enjoy a better family
But How do We Relate to the Others?
•
•
•
•
•
Relating to “Scurrys”
Scurrys are energetic and like to get things done
quickly
Scurrys need to clearly focus on the Vision of
New Cheese so they don’t waste resources
scurrying off in the wrong direction
Scurrys want to work with organizations and be
in families that value action and results
Support and reward Scurrys for their innovative
ways of finding new cheese
Encourage Scurrys to take new actions – Now!
But How do We Relate to the Others?
•
•
•
•
Relating to “Hems”
Hems are anchors who slow things down
Hems are too comfortable or too afraid to
change and they do not realize the danger in not
changing
Position change in a way that shows Hems that
changing will increase their sense of security
Provide Hems with a sensible Vision of New
Cheese where they can see how changing
works to their advantage
But How do We Relate to the Others?
•
•
•
•
Relating to “Haws”
Haws are reluctant to change, but can adapt in
time
Haws understand people’s reluctance to change
and can paint a realistic vision of New Cheese
that makes sense to others
Haws like to be in organizations and families that
bring out the best in people and give them
training and tools to change
Encourage Haws to expect change to happen
and actively look for it,
Hem and Haw’s Journey of Loss
• Both react in similar ways to loss of their
cheese at cheese station C
• Both experienced the Stages of Loss that
people go through
• Relate the stages of Loss to your
Organization and to your Experience
Hem and Haw’s Stages of Loss
• DENIAL – Hem and Haw first deny that the Cheese had
been moved, and returned to the same situation every day
• ANGER – They get angry with the fact that “Their Cheese”
has been moved. It isn’t fair!”
• BARGAINING – They make a mutual bargain: We’ll keep
coming back every day, arrive earlier and stay later – if
they’ll just put the cheese back!
• DEPRESSION – They become depressed. They both lose
weight and do not sleep well. Later, Hem becomes so
depressed he won’t even take pieces of New Cheese
handed to him by his friend.
• ACCEPTANCE – In the end, Hem just seems to accept the
loss and remains at Cheese Station C. Haw also accepts
the loss for a while, but finally laughs at himself and moves
on in a new direction.
Haw’s Journey of Gain
Though he goes through the stages of loss,
he adjusts and goes through stages of Gain
• ADJUST – Changes the way he looks at change so it
works to his advantage
• IMAGINE – Begins to imagin what New Cheese could be
like. This image gives him confidence to into the maze
where he continues to visualize enjoyment of New
Cheese
• ACTION – Even when going in the wrong direction, he
feels the joy of action – knowing that he can always
change directions. Knowing this helps him find his way.
• PROGRESS – Like most of us, Haw doesn’t progress
directly to his goal. He gets confused and lost – taking
one step forward and two steps back – until he finds
Cheese Station N.
• ACHIEVEMENT – He journeys from loss to gain – goes
past his comforts and his fears, imagines enjoying the
new cheese – until he achieves. He wins!
Turning “Hems” into “Haws”
• Show Hems “The Handwriting on the Wall” so they
realize how changing works to their advantage and that
NOT changing is dangerous.
• The VISION lights the way for Hems to proceed through
the Maze with a greater sense of safety
• If Hems choose to enter the Maze, they will find it is not
as scary as they had feared. If they become Haws, the
CAN find New Cheese.
• The biggest challenge is turning Hems into Haws before
the Hems become extinct!
• If the VISION is clear enough, it assumes the burden of
Leadership
Move Your Own Cheese
• Change your beliefs about change
– Change how you see change so it works to your
advantage – by seeing it not a s a loss, but as a
pathway to “gain.”
• Imagine your new cheese
– See yourself enjoying your gain in realistic detail so
you come to believe it and enjoy pursuing it.
• Take Action
– Do things differently and gain something better
What could
Your
Cheese be?
Imagining Yourself Enjoying
New Cheese, Even Before
You Find It, Leads You To It
• When people see the possibility that a
change will help us gain something better,
it reduces our fear and encourages us to
go into action.
• Imagine something that you would like to
see happening at work or in life.
• Paint such a clear picture that you already
Feel yourself enjoying it
• Think of it as “To Brie or Not To Brie”
• Close your eyes, smile and imagine how
you want things to brie
Write A Description
Of The “New Cheese” You
Can Imagine Yourself Enjoying
In Your Private Notes
Imagine what you DID to make it happen
Describe the feelings you imagined you
felt as you made it happen
Why is it that Some Things People
Envision Never Happen?
The Missing Ingredient is
PASSION
Picture Plus Passion
Powers You
Through the Maze
What Excites You About The Picture
You Have Painted Of
What You Would Like To Have?
Capture that Passion – That
Feeling – And Apply It To
Finding Your New Cheese
Vision and Reality.
• Imagine the results that you want
• Hold that vision until it is reality
• ENJOY THE FEELING
“The single most important thing that you
can do to enjoy changing is to see yourself
gaining something better.”
Change Happens - They Keep Moving the
Cheese
Anticipate Change - Get Ready for the
Cheese to Move
Monitor Change - Smell the Cheese So You
Know When It Is Getting Old
Adapt Quickly -
The quicker you let go of
Old Cheese, the Sooner you can enjoy New
Cheese
Change - Move with the Cheese
Enjoy Change! – Savor The Adventure and
Enjoy The Taste of New Cheese
Be Ready to Quickly Change & Enjoy
Change Again & Again
They Keep Moving the Cheese
How We Learn
10% Read
20% Hear
30% See
50% See and Hear
70% Discuss
80% Experience
95% SHARE
SHARING
Whatever you share –
especially within the next 24 hours –
will help you remember more, understand more
And apply it to your own situation
Sharing Cheese at Work
• Share the story with the people you work
with. Use the Cheese Language to help
them sniff out change, scurry into action,
stop hemming and hawing and start
enjoying New Cheese
“Personnel Change”
The President of a turbine engine component company
gave the “Cheese” book to everyone he worked with.
Before long, the all saved time and had fun using the
“Cheese” language as they talked with each other about all
the changes going on in their company.
After they all knew the cheese story and were able to kid
each other about who they were in the story, they noticed
real improvement in the organization. During a meeting
about a significant change, one person stood up and said
“Hey, they just moved our cheese! Let’s find some new
cheese.” They were then able to move forward.
As their president said, “What would have taken us weeks
before, has now taken us very little time. We are able to
change quickly and are enjoying it!”
Some Benefits of Cheese at Work
• Creates a “Change Friendly” culture.
• Helps people adjust quickly – let go of Old Cheese
sooner and move on to find New Cheese – in a
rapidly changing environment
• Gives a common “Cheese” metaphor and
language that is fun to use and saves time.
Sniff out the competition – Scurry on to the next
project – Don’t get hemmed in and left behind –
Laugh at your fear – Search for New Cheese
What other benefits can you think of?
Sharing the Cheese Story at Home
• Read the cheese story to your family.
• Discuss who they think you are – Sniff,
Scurry, Hem or Haw – and who they think
they are.
• Ask each other what your family’s Old
Cheese is and what your New Cheese
could be.
Benefits of Sharing Cheese at Home
• Brings family together.
• Parents become role models for change
• Children see the benefits of changing early
in life
• The family can find and enjoy New
Cheese.
What do you think might happen when
you share this at home?
“Smell the Cheese
Often” Meetings
1.
What old cheese are we holding on to?
2.
What could our new cheese be?
3.
What would we do if we weren’t afraid?
4.
How will we feel when we find our New Cheese?
5.
How can we do things differently to find our New
Cheese?
How will you use what you’ve
learned in this class?
• Talk with the person next to you
- 2 Minutes Each -
• The more you share, the more you
remember, and the more you will be able
to understand and apply to your own
situation.
• Discuss what might be useful from this,
and how it could benefit.
Go back to the situation you
described at the beginning
• Are you now seeing things differently?
• How do you feel now about the situation
you or others are dealing with in your work
or in your life that you described earlier?
• What can you do differently to succeed?
• What do you want the outcome to be?
• Write these things down so you realize
what’s possible from dealing more
effectively and rationally with change.
Cheese on the Internet:
Share your experiences with others
Learn how others are dealing with change
Become part of a change community online
www.whomovedmycheese.com