1. People and the Process of Change
Chapter 8
People and the Process of Change

2. Change
A natural phenomenon
Macro- and micro-change

3. The Process of Change
The comfort zone
Unfreezing
Change
Refreezing

4. The Change Process Unfreezing Change Refreezing   
  
Comfort  Discomfort  New comfort
zone zone zone

5. Sources of Resistance to Change
Technical concerns
Psychosocial needs
Position and power

6. Receptivity to Change
Recognize differences in preferences for certainty
Speak to people’s feelings
Stories and Drama
vs.
Statistics

7. Resistance Recognizing resistance Lowering resistance
Information dissemination
Disconfirmation of currently held beliefs
Psychological safety
Command

8. Dictating Change Effective in many situations
Communicate a sense of urgency
Change may be rapid but without a lasting commitment

9. Active Resistance to Change
Attacking the idea
Refusal to change
Arguing against change
Organizing resistance of other people

10. Passive Resistance to Change
Avoiding discussion
Ignoring the change
Refusing to commit to the change
Agreeing but not acting

11. Strategies to Overcome Resistance
Point out similarities
Express approval
Recognize competence and skill
Provide assurance

12. Strategies Suggest new opportunities Express value of contributions
Ensure involvement

13. Strategies (cont’d) Provide opportunities for expression
Allow time for practice
Provide a climate of acceptance

14. Four Phases of Planned Change
Design the change 
Plan the implementation
Implement the change
Integrate the change

15. Design the Change What is the purpose? Is the change necessary?
Is the change technically correct?
Will this work?
Is there a better way?

16. Planning the Change Why is there resistance?
Is the resistance justified?
What can be done to prevent or overcome resistance?

17. Implementing the Change
What is the magnitude?
What is the complexity?
What is the pace?
What is the current stress level?

18. Integrating the Change
Is the change integrated into everyday operations?
Are people comfortable with it?
Is it well accepted?

19. Conclusion Your leadership will influence how change is handled
Change presents an opportunity for professional growth and development
View change in a positive way