10.Identify and understand emotions and move discussion to approaches, strategies anddesired outcomes.
1. Anxiety and Denial : People generally react badly to change. Individuals become aware that they don’t have the control over the event(s) nor do they have a complete understanding why, how and the change’s longer-term effects. They also may not have enough information to adequately process the change. 2. Happiness: People recognize that their viewpoints are shared by others and there is a sense of anticipation and excitement that improvement through is coming. The organization must manage and curb unrealistic expectations while still maintaining a positive feel of followers accepting the change. 3. Fear : Follower’s self-perception is changing, and they start questioning the benefits of the change and if they will be able to adapt. 4. Threat: Still in the resistance stage, it is totally normal for people to feel threatened that the imminent change will possibly alter their lifestyle, way of thinking, and 5. Guilt and Disillusionment: In this stage, individuals conduct a self-analysis, identifying their core beliefs and impact of their inappropriate actions. They also may
recognize that their goals and ideas are contrary to the organization’s. If they can’t reconcile their beliefs, then they may leave the organization. 6. Depression and Hostility: There is a general lack of motivation and confusion as individuals don’t know how to act and if they will “fit” into this new environment. They also lack a clear vision of the future. 7. Gradual Acceptance: In order for the acceptance of change, it’s important that the manager make the transition effective and as painless as possible. Understand individuals’ perception of the past, present and future, and what they are losing in the change and what they are gaining. 8. Moving Forward: Some people move more quickly through the stages than others, depending on their temperament, self-perception, life experiences, degree of control and so on. An effective change agent is able to plot where people are on the transition curve and respond appropriately. People who can work through the stages of transition quickly and see the changes as a positive outcome, will “champion” the cause. For leaders, it is important to recognize these people as they can be your
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- Spring '14
- collaborative leadership