Dealing with Change

What we are going to talk about…

1. Drivers of change

2. Emotions and change

3. Change implementation

4. How people change5. How to better deal with

change

Government Workforce 2020

Changes in Meeting Planning

How many changes since 2003?

Drivers of Change

Technology (speed)TransparencyEconomic crisisCustomer expectationsAccess to information

Waves of retirementsMulti-generationalPerformance cultureLeadership gapsTalent shortages

Complex mission Complex issues

No more status quo

Creativity & Innovation

MeetingPlanners

Change Implementation Model

Change Adoption Model

Everett M. Rogers

Innovators Early Adopters Early Majority Late Majority Laggards

Critical Mass

How People Change

Recognition Why Change?

Choice “I will choose free-will!”

Plan What is needed?

Support Help to overcoming obstacles.

When change is viewed positively…

Emotional Cycles of Change

Uninformed Optimism

Informed Pessimism

Hopeful Realism

Informed Optimism

Emotional Cycles of ChangeWhen change is viewed negatively…

Circle of Concern

Focus on what you can control

Influence

Individual Stages in Change

1Managing TransitionsAdapted from ,William BridgesPossible starting points

Address the endings

Help Yourself Help Others

Letting go Provide understanding

Ask why… Stay positive & listen

Help Yourself Help Others

Learn, seek coaching Provide support

Align expectations… Acknowledge effort

Allow for transitions

Help Yourself Help Others

Learn from attempts Invite involvement

Solicit feedback Provide feedback

Seek collaboration Reward & recognize

Develop beginnings

“To make an end is to make a beginning

The end is where we start from.”

T.S. Elliot

Summary• Drivers of change• Emotional cycles of change• Change implementation model (7s)

• Change adoption model (critical mass)• How people change (recognition/choice)• Endings – beginnings• Circle of influence – circle of concern

How people learnThe Percentage (%) Of Information That We Retain When We:

10% Read 20% Hear30% See50% See and Hear70% Discuss80% Experience

95% S H A R E

0 20 40 60 80 100Based on work by William Glasser