Developing your Action Plan Develop a plan of specific actions you and your team will carry out in your office/business unit to begin preparing for a business transition that you are currently working on or that you know is on the horizon. Use what you have learned in these workshops to determine what is most helpful in laying the foundation for change, based upon the unique culture and conditions within your business unit.

Agenda Review the Modules that you have already done. Develop a plan to assist your branch/Team through the change process

What have we learned so far? Self Reflection ADKAR Coaching Change style Organizational Change Planning for change

Self Reflection What have you learned about how you deal with change so far? What does change teach us? Your own personal experience of change profoundly affects how you approach and lead change. You began with a look at your experiences, choices, and subsequent assumptions about change. This is a useful way to uncover your strengths and blind spots in managing yourself and leading others. Understanding our personal experiences of change enhances our ability to understand our current reality. To realize our full capacity for change, we must build awareness of how our attitudes and responses to change affect and influence our relationships and larger group dynamics. Review with your team the questions on the slide and have them reflect back on what you have learned so far and discuss what they have learned about themselves and the team as a whole.

Change Style In the second module we talked about a way of understanding your initial response to change based on your personality. We looked at the change style indicator as a way of understanding your initial response to change. Conservers, Pragmatics, and Originators. Review with your team if they feel they are in the same change style as were or have they changed? Why? Did it help to learn the Change styles of others on the team?

ADKAR ADKAR and Change In the 3rd module we introduced The ADKAR Model that the state has adopted and how it affects the organization. The ADKAR Model talks a lot about managing the people side of change. By looking at the different states and how to move from one state to another. Individuals will transition from state to state at different rates, but the ultimate goal is for all people within the organization to reach the future phase. A Awareness of the need for change D Desire to participate and support the change K Knowledge on how to change A Ability to implement required skills and behaviors R Reinforcement to sustain the change.

Organizational Change In the 4th Module we discussed Organizational Change and what happens if a change is missing these 5 components. We also looked at the corrective actions if something is missing. Using this gap model should help your team how to recognize within themselves and their other teammates what type of information is lacking and how to adjust.

Coaching In the 5th Module we discussed coaching. Remember two very important things about coaching is that it is a collaborative process involving the coach and the person being coached and that the person being coached is willing to be coached. Coaching is not therapy or a place to advise people and it is different than mentoring. Remind your team that you are all in this together, so it is in your Teams best interest to help each other make transitions and that we make it a collaborative process. Review with your team how they feel about this? How can you add this to your plan so it is something you can all work on the feel comfortable about being coached and receiving coaching?

Developing your Plan To be a leader of change is to assume a much larger role – to inspire, persevere, reduce ambiguity, and provide the opportunity for people to engage, participate, and prepare for the change that is about to take place. This is a great place to take all that you have learned and develop your plan as a team. After reviewing all of the Modules that you have taken so far you should have a pretty firm understanding of how to recognize what change styles your team is, understand how ADKAR can help your team move through the stages of change, What happens if you are missing one of the five elements in Organizational change, and last we talked about coaching, how to turn coaching into a positive experience your team and how it can help make a change a collaborative process. With all of this in mind when developing your plan really think about the Who, What, Where, When, but most important the Why in the process. The Why is what brings in the what’s in it for me for you whole team.