1. Absorbing and Welcoming Change
Talk them off the cliff
Absorbing and Welcoming Change
Gus Broman

2. Agenda Change is Everywhere Change Curve Meet People Where They Are
Organizational Change Management (OCM) in the workplace
Attitude Toward Change
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3. What people say about change
We’ve always done it this way!
I like change but not THAT much!
It was working just fine
That makes no sense! THEY don’t know what they’re doing
What has worked in the past…
Here we go again…
strategy
Du Jour
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4. Do we really hate change?NO
Dating
Education
Moving
Kids
Jobs
Vacations
We have problems with CHANGE when it is done TO us
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5. The Change Curve Impact Time Positive Negative 1 2 3 4 5 Stage State
I figured something would pop up. It’s OK.
Hey this really
makes sense
Impact
I’m ticked this actually happened
Margie back at Work Hans Skiing story
Time at each stage varies
Path will loop
Stage 1: Communicate often but don’t overwhelm
Stage 2 May just need to vent.
Stage 4: start accepting
Get people out of 1-3. business impact (head/hands)
You lead from 4 & 5
This is bad! I’m gonna let somebody have it!.”
Negative
I’ll never survive!
Stage 1 2 3 4 5
State
Status Quo
Disruption
Frozen
Exploration
Movement
Reaction
Shock, Denial
Anger, Fear
Resentment
Acceptance
Hope
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Time

6. The Change Curve Impact Time Positive
Kubler-Ross
Stage 1 Do you know why we made the change?
Stage 2 I know but I’ll just be quiet.
You lead from Stages 4/5
The red area is invisible WATCH OUT:::: Some questions to help you through the stages:
BRIDGE TO TEEN……raise your hand if you have a 12 year old son
Red zone has more invisible behavior than grey
You lead from Stages 4 & 5
Negative
Stage 1 2 3 4 5
State
Status Quo
Disruption
Frozen
Exploration
Movement
Reaction
Shock, Denial
Anger, Fear
Resentment
Acceptance
Hope
© 2016 Digineer - Confidential and Proprietary
Time

7. Meet people where they are
Head – What do I need to know? Heart – Why does this matter? Hands – Now what do I do?
Head, Heart Hands helps move you through the change
WHY: You tell me….Have the people making the decisions to be out in the field. Why
You’ll have to say this more than once
This is just theory and I hate theories if you can’t apply it….SO….
Stage 1 2 3 4 5
State
Status Quo
Disruption
Frozen
Exploration
Movement
Reaction
Shock, Denial
Anger, Fear
Resentment
Acceptance
Hope
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8. Please sit from darkest shirt to lightest shirt: Left to right
Please sit from darkest shirt to lightest shirt: Left to right. The DARKEST shirt should be the furthest to the left.
How did it feel to be asked to change seats?
Did you view changing seats as an opportunity to sit with someone new or as an uncomfortable or undesirable change?
What are some things that make people resistant to change?
What can you do to make it easier for people in your organization to accept the changes associates with Lean and Six Sigma?
If participants move back to their old seating arrangements after the exercise is over, ask the following questions:
Why is it difficult to maintain changes once they are made?
What kind of support is necessary to maintain the changes?
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9. Darkest shirt to lightest shirt:
How did it feel to be asked to change seats?
Were you resistant to the change?
Did you view changing seats as an opportunity to sit with someone new? Or as an uncomfortable or undesirable change?
Is it easier to accept change or not?
Why is it that many of us choose change (new house, new boyfriend) yet we say change is hard.
Prize for Business Card
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10. 3 Change Management Approaches
LEADING CHANGE
COACHING CHANGE
PROMOTING CHANGE
ORGANIZATIONAL
CHANGE MANAGEMENT
(OCM)
Digineer believes that there are three basic approaches to change management.
Leading Change
Coaching Change
Promoting Change
While these may seem similar on the surface, the execution of each approach varies. Each change effort includes components of all three approaches; however, the lead approach will drive the key deliverables for the change effort. Digineer’s recommendation of an approach is determined an evaluation of our client’s needs, culture and commitment to a change effort.
Leading Change is a hands-on approach, led by an experienced Organizational Change Manager who will work with executives, managers and team members to plan the change effort and execute the deliverables of that plan.
The Coaching Change approach focuses on coaching and mentoring executives and managers to become better change leaders in an effort to help teams and individuals work through the change process.
Promoting Change focuses on managing change through communicating, marketing and training.
Leading Change:
Led by experienced Organizational Change Manager
Change Manager works with teams and individuals to lead change
“Hands-on Approach”
Create an identifiable vision for change
Identify key change agents from impacted areas to assist in moving through the change process
Work with change agents and SMEs to document current and future state processes
Work with change agents to identify potential roadblocks and resistance to change
Coordinates, facilitates and tracks training and communication plans
Creates accountability and utilization metrics and tracks adherence
Coaching Change:
Experienced Organizational Change Manager coaches managers and executives in their roles as change managers
Change Manager works will key managers and executives to grow their change management knowledge and experience
Managers and executives are assessed on their current skills, goals are established and progress is tracked
Promoting Change:
Organizational Change Manager works within existing corporate structure and culture to positively promote change
Change Manager works with communication, marketing and training teams to increase knowledge of change effort
Messages and information are initially crafted and distributed as simple messages which are built on as time progresses
Training is tailored for specific user groups and their unique needs with a venue for follow up questions to reinforce the training curriculum
DON ST. ORES ADDING A THIRD STALL
OCM
OCM
OCM
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11. Attitude Toward Change
The longer I live, the more I realize the impact of attitude on life.
Attitude, to me, is more important than facts… It is more important than appearance, giftedness or skill….
The remarkable thing is we have a choice every day regarding the attitude we will embrace for that day. We cannot change our past... We cannot change the fact that people will act in a certain way. We cannot change the inevitable. The only thing we can do is play on the one string we have, and that is our attitude... I am convinced that life is 10% what happens to me and 90% how I react to it.
-Chuck Swindoll
© 2016 Digineer - Confidential and Proprietary

12. Remember to … Apply The Change Curve Meet People Where They Are
Similar to Grieving
Lead from 4 & 5
Meet People Where They Are
Head/Heart/Hands
Change in the Workplace
Attitude Toward Change (they are watching)
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13. What are your Questions?
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14. Connect
Gus Broman
©2014 Digineer, Inc. Confidential & Proprietary