Transcript TRAIN the TRAINER An InfoPeople Workshop

“Dealing with Change in the
Public Library Workplace”
March 12, 2013
Presenter: Enid Berman
Our Objectives
Identify current & upcoming changes in the library
We will learn to:
Understand the process & reactions to change
Identify the impact on the work environment
1.
2.
3.
BREAK
4. Create an environment of Appreciation
5. Develop a plan for a personal Healthy Change

How to initiate, stay motivated, deal with setbacks,
& reward successes
Personal Reactions
Embrace
Change
1-2-3
Resist
Change
8-9-10
Objective #1 What’s Happening?
Identify the Current Changes
What’s happening now?
Clarify Rationale for Change
Why are changes happening?
Does it make sense?
 Unable to meet prior levels of service
 Doing less with less
 Expectations of front-line staff to assist with new
computerized services
 Taking on additional, unfamiliar duties due to
diminished staffing.
 Staff turnover….Loss
 Others…..
Opportunities
 Opportunities to use current skills and abilities
 Opportunities to learn new skills
 Access to work challenges for employees to
increase future employment options
Being creative, develop new opportunities
Others….
Objective #2
Process & Reactions
 Denial
Immobilization/shock
 Resistance
 Emotional symptoms
 Behavioral symptons
 Exploration
 Testing new possibilities- seek out positives
 Acceptance
 Making commitment to change
 Taking responsibility for personal
decisions/choices

Why Resist?
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Too much uncertainty
Concerns about future expectations
Ripple effect, including more work
Fear of learning new tasks
Past resentments can re-surface
Facing potential or real losses
Lack of control; Loss of face

People who perceive they have the most to lose
are the most resistant”
Loss
Professional losses:
Change in the “Psychological Contract”
Increased uncertainty and job insecurity
Loss of work relationships
Loss of confidence/trust
Loss of self esteem
Others….
Transition
Insecurity
Feelings of loss
High emotional stress
Control becomes a major issue
Conflict increases
Objective #3
Impact on Work Environment
 Reduced risk-taking
 Reduced motivation
 Helplessness
 Low morale
 Sagging productivity
 Distrust-Resentment
Decrease in Trust Levels
•
“Poor communication, lack of perceived caring, inconsistent
behavior and perceptions of favoritism" are the greatest factors to
the lack of trust.
• 14% believe their company's management is ethical and honest, and
25% have lost their
trust just since last year.
• 10% trust management to make the right decision in times of uncertainty.
• 12% of employees believe their employer actually cares and listens to
them, while only 7% feel that the actions of management are consistent
with what they say they will do.
•
Employers are struggling to engage new employees, who have been with
the company for one to five years. Of those who have been with the
company for 1-5 yrs. 27 % are currently looking for a new job.
Objective #4
Create a Climate of Appreciation
 Deal with differences Directly, Honestly, Respectfully
 Stay positive, realistic and authentic
 Be an active empathetic listener
 Assist one other, do your share
 Be responsible for your input to the rumor mill
 Avoid the blame game
 Value individual perspectives; don’t tell someone
“how to feel”
Trust Account
Deposits
Withdrawals
 You get some “slack” when your bank
balance is healthy
Big Deposit
Assertive Communication
 Direct
 Honest
 Respectful
BIG Withdrawals
Aggressive Behavior
 Tanks
Passive Aggressive Behavior
 Snipers
Passive Behavior
 Hinters
Objective #5 Healthy Change
 You have Control over YOU!
 Pick
one Healthy Change you would
like to make: (baby steps)
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Increase support system
Time management
Personal finances
Interpersonal relationships
Nutrition, exercise
Others
Are You Ready for Change?
 On a scale of 1 to 10, how important
is it to you to make this change?
 On a scale of 1 to 10, how confident
are you that you can do the things
that you need to do to make this
change?
The Cost-Benefit Analysis
 List COSTS associated with not engaging in
healthy change efforts
 List BENEFITS associated with regular and
consistent healthy change efforts
 List as many specific COSTS and BENEFITS
as you can
Are you Ready?

Pre-contemplation Not considering making a
change
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Contemplation
Thinking about making a change,
with ambivalence
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Preparation
Planning the change. Taking
small steps
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Action
Commitment to change is made,
actively changing behaviors

Maintenance
Continued success for six
months, new behaviors have
become more habitual
Why do change attempts get derailed
or even fail?
 Situational Factors
 Social Sabotage
 Self Sabotage
 Emotional Factors
 Negative Thinking Patterns
 Unrealistic Expectations
How do I successfully initiate
change?
Educate Yourself About the Issue
Starting the Plan – Goal Setting
“Baby Steps”
Staying Motivated
Fine-Tuning the Plan
 Stay focused on Goals
Commitment vs. “Feeling Like It”
 Remove the drudgery (Make Behavior Itself
Rewarding)
 Re-structure areas of life to support new
routines
 Enlist Support
Your Support Network
 Family/Friends
 Commercial
Programs
 Support Groups
 Other Online
Resources
 Books
Getting Past Perceived
Obstacles
Obstacle:
Alternate Plan or
Behavior:
Staying Motivated through
Setbacks and Lapses
°Keep
Perspective
°Identify What Went Wrong
°Modify Plan Accordingly
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•
Reward Success!
21 Day Rule Statement of Commitment
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Every day for 21 Days I will:______________________________________
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Complete this checklist before finalizing with your signature!
Yes
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Did you choose only one behavior?
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Can you measure it easily?
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Is it doable, possible to complete?
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Can you do it every day for 21 Days?
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Will you take responsibility and full power for your actions?
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DO YOU WANT TO DO IT?
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Your Signature_________________________
Were you as specific as possible?
Date_______
No