The Change Cycle“Ok, we set our goals. Now what?”

People begin to experience the pressure

“The only constant is change.”

- Heraclitus, 500 B.C.

1. Loss2. Doubt3. Discomfort4. -- Danger Zone! –5. Discovery6. Understanding7. Integration

Stages of the Change Cycle

Characterized by: Feelings of fear Cautious thoughts Paralyzed behavior

How to Address it: Create Safety Help identify and communicate likely benefits Help to address fears Make sure team members feel “heard” Reduce ambiguity about what you’re (all) trying to

accomplish

Stage 1: Loss“But I liked the way we did that!”

Characterized by: Feelings of resentment Skeptical thoughts Resistant behavior

How to Address It: Listen and Provide Information “What specific concerns do you have?” “What information do you need to ease your

doubts?” Create support through a team-based approach Identify and enable respected “champions” for the

project

Stage 2: Doubt“This isn’t going to work.”

Characterized by: Feelings of anxiety Thoughts are confused Behavior is unproductive

Task: Motivate! Achieve small victories –

◦ Meeting intermediate goals can help to win trust and confidence

Demonstrate the benefits of the new way

But your work is not done yet…

Stage 3: Discomfort“Ok, but I’m still not sure about this.”

DANGER ZONE

Anxiety levels are increased for everyone!

A smooth transition between Discomfort (Stage 3) and Discovery (Stage 4) is crucial to move towards

successful change.

Remind everyone why we’re doing this

One-on-one interventions and conversations

Make sure you still have “buy-in” Ask pro-actively about what risks the team predicts

Manage anxiety without giving into it

How to Navigate the Danger Zone

Characterized by: Feelings of anticipation Thoughts are creative Behavior is energized

Task: Make Decisions Use information gathered to make quality decisions about

change Understand how the person’s enthusiasm can help the project

Might be a good time to celebrate another small victory

Stage 4: Discovery“It might help our patients if we…”

Maybe we should risk stratify…!

Characterized by: Feelings of confidence Thoughts are pragmatic Behavior is productive

Task: Clarify Benefits Be able to articulate benefits of change

Stage 5: Understanding“Ok, everyone. Let’s make this happen.”

Characterized by: Feelings of satisfaction Thoughts are focused Behavior is generous Full ownership of the change

Change is achieved. Celebrate!The cycle repeats.

Stage 6: Integration“I never thought we could do it, but we are!”

Thank you!“Be the change you want to see in the world.”

– Mohandas Gandhi

“Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it's

the only thing that ever has.” – Margaret Mead

“Progress is impossible without change, and those who cannot change their minds cannot change anything.”

- Email signature of a Beacon participant

Questions/Comments?

What are other reasons people resist change?

What methods for getting through the Danger Zone have you found successful?

The Inter Change Cycle Series: http://www.changecycle.com/changecycle.htm

Catalyst Consulting Team:http://www.catalystonline.com/understanding-change-and-managing-transition.html

CompassPoint’s Institute for Nonprofit Consulting (I.N.C.):

http://www.compasspoint.org/INC/

Further Resources