1. Coping with Change & Uncertainty in the Work Place

2. Common Myths Regarding Change and Transition zIt happens quickly zTime takes care of everything zPressures that caused the change will be seen in a rational manner zChange occurs around a definitive event zDuring change, those who appear OK really are

3. Reaction to Change The BASIC Response Behavior Affect Somatic Interpersonal Cognitive

4. Change and Communication zEvery message has a fact or thinking component zEvery message has a feeling component zEvery receiver has a fact or thinking component zEvery receiver has a feeling component

5. Change and Communication Balance must be kept NOT Thinking Feeling Thinking Feeling MessageReceiver Thinking Feeling Thinking Feeling

6. Change and Communication Balance comes from understanding and identifying the feelings.

7. Reaction to Change Anger Withdrawal Confusion Sadness/Worry

8. Stages of Transition Stage 1: Denial Stage 2: Resistance Stage 3: Exploration Stage 4: Commitment

9. 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: zIf 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.

10. Reaction to Change Anger (continued) Typical Behaviors Include: zRaised, intense tone of voice. zWalking out. zRefusing to talk. zSelf-pity. zTrying to get others on his/her side. zBackstabbing or sabotage.

11. Dealing with Anger zFind an appropriate place to vent. zFind a non-judgmental person to listen to your venting. zAfter venting, identify your core feelings (i.e., sadness, worry or confusion).

12. 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: zWithdrawal 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.

13. Reaction to Change Withdrawal (continued) Typical Behaviors Include: zNot asking questions. zNot seeking information. zNot discussing with others. zBeing hard to find. zDoing only the basic requirements. zShrugging shoulders.

14. Dealing with Withdrawal zTalk with an objective person that can help you identify the main issues that you are having with the change. zExplore your options regarding the issues one by one. zAct on one issue at a time so as not to feel overwhelmed.

15. Reactions to Change Confusion Description: Confusion: occurs when we feel lost and confused. We dont know where we are or what we are feeling. We lose sight of where we fit in. Risks: zBecause 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 wouldnt necessarily know it and could suddenly change and do something else.

16. Reactions to Change Confusion (continued) Typical Behaviors Include: zAlways asking questions. zDoing the wrong things. zGetting others to ask questions. zMay worry or catastrophes. zBecome very detail-oriented. zNot knowing the priorities, spending time instead on busy work. zLeaving work undone until questions are answered.

17. How to deal with Confusion zReview the available information. zWrite out a plan. zSet short term goals. zReview the goals and the plan with someone that you trust.

18. 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: zWe 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.

19. Reaction to Change Sadness/Worry (continued) Typical Behaviors Include: zReminiscing about the old days when they overcame incredible obstacles to get things done. zDwelling in the past. zComplaining about losses. (resources, freedom, status, etc.) zSaying I used to have a great job, working with a good group, really know how to get things done around here, etc. zSulking. zContinuing to do the old job. zAssociating with the previous work team, at lunch, after hours. zResisting new procedures, supervisors, or tasks.

20. How to deal with Sadness/Worry zExplore value system links to the change. zIdentify what value was most liked about the former environment. How can this value be supported in the new environment. zTry to be completely honest with yourself regarding the concerns.

21. General Strategies for Getting Through a Transition 1. Minimize the stress yTalk to a trusted friend. Discuss your worst fears and best hopes, talk about how you might cope with change. yFind a physical activity you like and do it regularly. Exercise is a wonderful stress reliever. yDont increase your use of alcohol and cigarettes. At best, they only help you to sweep things under the rug. 2. Emphasize the opportunity yDont fight change -- deal with it. Look for ways to make it work to your advantage. yBe realistic about what you expect. Dont expect the worst but dont have unreasonably high expectations, either. yDevelop 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. yMaintain your relationships on the job.

22. Strategies for Getting Through the Transition (continued) 3. The Three Rs of Change…Recover, Refocus, Regenerate yAfter 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. yIf you are able to look at the big picture, youll gain greater peace of mind about the change. Take time to think about what has happened, why, and what it might mean. yAll change is stressful for your body and your body needs time to heal. Get extra rest, eat properly, and increase your circle of support.

23. 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.

24. How the EAP Can Help During Times of Change THE EAP IS.... zConfidential; zAvailable 24 hours a day; zAvailable to you at no charge; zWelcomes you and your immediate family members.

25. How the EAP Can Help During Times of Change (continued) YOUR EAP CAN.... zHelp you deal with emotional conflicts regarding the change; zAssist you with coping strategies for dealing with change; zBe a resource to help you make a successful transition.

26. zYour EAP is just a telephone call away. A counselor is available to talk with you at any time.