cq and the phases of human reactions to changecq and the phases of human reactions to change a table...

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CHAPTER 15 CQ and the Phases of Human Reactions to Change A table listing each phase of the human reaction to change (Denial-Resistance-Exploration-Commitment) and a more detailed list of coaching suggestions for each change leader style: In Change Intelligence, you were offered a list of ideas to help the people you support through the various phases of reactions to change. In this supplemental resource section, the focus is on YOU as a change leader - putting on your own oxygen mask first, as flight attendants advise prior to take-off. How can various styles of Change Leaders best empower themselves to cope with the challenging dynamics in each phase? Here are questions you can use for self-reflection, to discuss with a coach or mentor, or to spark creative dialogue with a trusted peer or team member.

Change Leader Style Questions to Consider For ALL Change Leaders • In what ways am I in Denial about the impending change?

• Am I role modeling understanding and belief in the change? • Specifically list the ways the change is necessary - the "why"

Heart- Oriented Change Leaders (Coaches and some Champions and Facilitators)

• "Hash it over" with others - capitalize on your verbal and interpersonal skills to become comfortable with the change yourself first

• Relate the change to the work you do, and to the responsibilities of those who report to you

• List for yourself the benefits of the change for your team

Head- Oriented Change Leaders (Visionaries and Some Drivers and Champions)

• Relate the change to trends, new ideas, innovative directions • List the ways the change will have far-reaching impact • List the ways your work will be more effective with the change

Hands- Oriented Change Leaders (Executers and Some Facilitators and Drivers)

• Take a "time out" for yourself to simply "think" about the change - challenge your imagination to invent possibilities and options

• Delineate for yourself the step-by-step progression through which the change will proceed to give yourself clarity

The Denial Toolkit


Change Leader Style Questions to Consider For ALL Change Leaders • In what ways am I Resisting the change?

• Am I role modeling support and commitment to the change? • What are my fears about the change? What am I afraid

about losing? What are my personal and professional concerns?


• Brainstorm with others and try out your ideas about dealing with resistance to see if they work and how people react to them

• Engage in self-care to recharge your batteries, maintain boundaries and a healthy perspective, and not lose faith in people or the process - can be as small as a "two-minute vacation" or as big as starting a practice of regular exercise or meditation


• Relate the change to things changing in your world and your business

• Minimize the routine and maximize the variety to keep yourself energized

• Set a realistic schedule - avoid the tendency to expect too much too soon - don't frustrate others or burn-out yourself


• List for yourself the practical results the change will bring • Determine the specific deliverables, new and current, that

you and your team are expected to produce, so you can maintain a handle on your changing accountabilities and reassure yourself that major duties are under control

The Resistance Toolkit


Change Leader Style Questions to Consider For ALL Change Leaders • In what ways am I in overwhelm about the change?

• Am I role modeling teamwork and creative solutions in managing the change process?

• How can I help myself set and manage the right priorities in the face of multiple, conflicting demands at this critical time?


• Are there methods and tools I can deploy to help me manage what feels like chaos? For example, project plans, etc.?

• Are there structured approaches to problem-solving and decision-making I can use with my team to help us evaluate all the many possible solutions and directions under consideration?


• Be careful and mindful of the many "tentacles of impact" the change may have on other parts of the organization, systems, etc. - is the change creating unintentional disconnects, are there barriers standing in the way of acting in new ways, that in your enthusiasm you may have missed?

• Get yourself up to speed about the details, so you can be sure you are not overloading your teams or over-committing yourself - what new tools or processes do you need to familiarize yourself with so you really "get it" and appreciate what you're asking of others?


• Schedule the change at your own pace, swiftly or steadily, as you think you need to

• Set and maintain your own quality control and standards

The Exploration Toolkit


Change Leader Style Questions to Consider For ALL Change Leaders • Am I fully committed to the change myself?

• Am I role modeling commitment in my words and actions? • What can I do in my sphere of influence to ensure the change

sticks? To coach and reward people by setting and reinforcing new expectations? To alter systems and procedures that may be inconsistent with the changes? To install wedges to prevent backsliding?


• Reflect on your personal role in the success of the change project - acknowledge and reward yourself, as you so often do for others!


• Reflect on what worked in the change process that you can celebrate now and document for future change initiatives - consider utilizing Appreciative Inquiry methods to do so - this will set you up for even swifter and less painless transformation in the future, as you continue to inspire others towards new horizons!


• Reflect on specific individuals and teams that played a significant positive role in critical aspects of the change process - personally reach out to each to thank them, detailing their specific contributions and significant impacts - adopt an attitude of gratitude!

The Commitment Toolkit

cq and the phases of human reactions to changecq and the phases of human reactions to change a table...

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