Transcript Coping with Change & Uncertainty in the Work Place Common Myths Regarding Change and Transition  It happens quickly  Time takes care of everything 

Coping with Change
& Uncertainty in the
Work Place
Common Myths Regarding Change and
Transition
 It happens quickly
 Time takes care of everything
 Pressures that caused the change will be seen in a
rational manner
 Change occurs around a definitive event
 During change, those who appear “OK” really are
Reaction to Change
The BASIC Response
Behavior
Affect
Somatic
Interpersonal
Cognitive
Change and
Communication
Every message has a fact or thinking
component
Every message has a feeling
component
Every receiver has a fact or thinking
component
Every receiver has a feeling
component
Change and
Communication
Balance must be kept
Message
Receiver
Thinking
Feeling
Thinking
Feeling
NOT
Message
Receiver
Thinking
Thinking
Feeling
Feeling
Change and
Communication
Balance comes from
understanding and
identifying the feelings.
Reaction to Change
Anger
Withdrawal
Confusion
Sadness/Worry
Stages of Transition
Stage 1:
Denial
Stage 2:
Resistance
Stage 3:
Exploration
Stage 4:
Commitment
Reaction to Change
Anger
Description:
Anger: occurs when we realize what is gone is gone. We respond
with anger to the changes. Our anger is almost always a smoke
screen for one of the other three reactions to change. Once we
have an opportunity to vent our anger, what usually emerges are
feelings of withdrawal, confusion or sadness. (Not in any
preordained order.)
Risks:
 If our culture says that anger is ‘unacceptable,” we will suppress
our anger, only to have it surface in undesirable ways. Otherwise
forthright people find themselves masking and intensifying their
reactions to change.
Reaction to Change
Anger (continued)
Typical Behaviors Include:
Raised, intense tone of voice.
Walking out.
Refusing to talk.
Self-pity.
Trying to get others on his/her side.
Backstabbing or sabotage.
Dealing with Anger
Find an appropriate place to vent.
Find a non-judgmental person to listen
to your venting.
After venting, identify your core
feelings (i.e., sadness, worry or
confusion).
Reaction to Change
Withdrawal
Description:
Withdrawal: occurs when an we react to the change by
drawing back and appearing to lose interest and initiative.
Risk:
 Withdrawal is one of the most serious problems in
organizations today. If not addressed, people will turn
their personal energy, creativity and commitment into
survival and insulation at the very time the organization
needs their talent and commitment the most.
Reaction to Change
Withdrawal (continued)
Typical Behaviors Include:
Not asking questions.
Not seeking information.
Not discussing with others.
Being hard to find.
Doing only the basic requirements.
Shrugging shoulders.
Dealing with Withdrawal
Talk with an objective person that
can help you identify the main issues
that you are having with the change.
Explore your options regarding the
issues one by one.
Act on one issue at a time so as not
to feel overwhelmed.
Reactions to Change
Confusion
Description:
Confusion: occurs when we feel lost and confused. We don’t
know where we are or what we are feeling. We lose sight of
where we fit in.
Risks:
 Because we are not aware of goals/priorities, our activities
may be misdirected. We may be doing the wrong things. If
we were doing the right things, we wouldn’t necessarily know
it and could suddenly change and do something else.
Reactions to Change
Confusion (continued)
Typical Behaviors Include:
 Always asking questions.
 Doing the wrong things.
 Getting others to ask questions.
 May worry or “catastrophes.”
 Become very detail-oriented.
 Not knowing the priorities, spending time instead on
“busy work.”
 Leaving work undone until questions are answered.
How to deal with
Confusion
Review the available information.
Write out a plan.
Set short term goals.
Review the goals and the plan
with someone that you trust.
Reaction to Change
Sadness/Worry
Description:
Sadness/Worry: occurs because something or someone that we
identified with has been removed. Specific tasks, a location,
workteam or job gave positive feedback, comfort or a sense of
belonging that is no longer there. We feel “incompetent.”
Risks:
 We are vulnerable and may become the victim of our own self
fulfilling prophecy. The longer we believe we are incompetent the
better the chance that we will become incompetent.
Reaction to Change
Sadness/Worry
(continued)
Typical Behaviors Include:
 Reminiscing about the old days when they overcame incredible
obstacles to get things done.
 Dwelling in the past.
 Complaining about losses. (resources, freedom, status, etc.)
 Saying “I used to have a great job, working with a good group,
really know how to get things done around here”, etc.
 Sulking.
 Continuing to do the old job.
 Associating with the previous work team, at lunch, after hours.
 Resisting new procedures, supervisors, or tasks.
How to deal with
Sadness/Worry
Explore value system links to the change.
Identify what value was most liked about
the former environment. How can this
value be supported in the new
environment.
Try to be completely honest with yourself
regarding the concerns.
General Strategies for Getting
Through a Transition
1. Minimize the stress
 Talk to a trusted friend. Discuss your worst fears and best hopes, talk about how
you might cope with change.
 Find a physical activity you like and do it regularly. Exercise is a wonderful
stress reliever.
 Don’t increase your use of alcohol and cigarettes. At best, they only help you to
sweep things under the rug.
2. Emphasize the opportunity
 Don’t fight change -- deal with it. Look for ways to make it work to your
advantage.
 Be realistic about what you expect. Don’t expect the worst but don’t have
unreasonably high expectations, either.
 Develop skills in areas you see as having value in the future. Increasing
emphasis is being placed on “transferable” skills, skills which can be used in
many settings.
 Maintain your relationships on the job.
Strategies for Getting
Through the Transition
(continued)
3. The Three Rs of Change…Recover, Refocus,
Regenerate
After a life change, you need to regain your sense of balance
and routing. To begin your recovery, it will help to step back
from your situation and do something fun…plan a get-away
weekend or just take time for yourself.
If you are able to look at the big picture, you’ll gain greater
peace of mind about the change. Take time to think about what
has happened, why, and what it might mean.
All change is stressful for your body and your body needs time
to heal. Get extra rest, eat properly, and increase your circle of
support.
Those Who Manage
Change Well
In a study done some years ago by the Journal of Occupational
Medicine, those people who managed change well shared three
characteristics:
1. They perceive change as an opportunity rather than a
threat.
2. They have an internal value of belief system that assists
them in experiencing change within an overall philosophy
of life.
3. They are connected to a support network that allows them
to receive input, ideas, and support from others.
We offer a fourth:
4. They are conscious of their diet, rest and relaxation, and
physical activity.
How the EAP Can Help
During Times of Change
THE EAP IS . . . .
 Confidential;
 Available 24 hours a day;
 Available to you at no charge;
 Welcomes you and your immediate family members.
How the EAP Can Help
During Times of Change
(continued)
YOUR EAP CAN . . . .
 Help you deal with emotional conflicts regarding the
change;
 Assist you with coping strategies for dealing with
change;
 Be a resource to help you make a successful
transition.
Your EAP is just a telephone call away. A
counselor is available to talk with you at
any time.