Comfort Zone - Long-establish behaviors, habits. Invisible to us
Schema - An organized pattern of thought or behavior
Disconfirming Data - A
... [Show More] challenge to our self-concept because it says what we just did doesn't work anymore.
Pulls us away from our baseline behavior and signal we should try something new.
We have a choice of whether or not to accept it.
If we accept it, it leads to experimentation and change.
General Change Process - 1. Current Comfort Zone
2. Encounter New Data
3. Dis-confirming Data
4. Hurt or Pain
5. Deny, Distort, Discount, Ignore
6. Return to Baseline Behavior
Factors Involved in Personal Change - Skills
Personal appearance
Health
Finance
Attitude
Education
Living situation
Forms of Denial - 1. Reject message
2. Reject the source of the message
3. Deny the relevance of the message
4. Deny our ability to do anything about it
Result of Change - You give up an investment of time, energy, and emotion in a pattern that no longer works well.
Factors Involved in Small/Team Group Change - Priorities change
Team members change
Techniques change
Role of Outside Help in Managing Change - Assembling and presenting the dis-confirming data; more objective than internal, view data differently, better validity.
Identifying alternative courses of action: can see other ways of doing this more clearly, developing a new view of what is possible.
Interpreting data from the new experiment: more objective interpretation, less bias.
Leading the Change Process - 1. Clarifying disconfirming data
2. Building a change team
3. Designing and leading change experiments
4. Relentlessly reinforcing results with the vision
Michael Beer's Change Equation - This is a very useful model because it tells us that unless people are unhappy with the way things are, they aren't likely to change, and even if they're unhappy, unless they can see a way to change things and how they want to change things, they aren't likely to engage in the process. Change leaders can see in this approach specific things they can do to raise the probability of success.
Change Agent - One who causes the change to begin in a person or an organization. Maybe CEO or leader or may be an outside consulting firm.
Change Manager - Person who has the day-today responsibilities of implementing and overseeing the change effort.
Change Model - Person who exemplifies the change effort.
Changees - People who are being asked to change what they do and how they do it.
Change Stages a Person Goes Through - 1. Disconfirming data
2. Denial
3. Anger when disconfirming data cannot be denied
4. Bargaining in an attempt to reverse the disconfirming data and return to baseline
5. Dispair in a transition between attempts to go back and willingness to go ahead
6. Experimentation, begins to see alternative directions
7. Hope
8. Integration of new ways, new principles take their place.
Levels of Changes - 1. Change in behavior only
2. ?
3. Change in basic values and assumptions of an individual or organization
Lewin's Three-Step Change Process - 1. Unfreezing process
2. Transformational process
3. Refreezing stage (now we think of this more as gel because it's still flexible)
Lewin's Change Management Model: Advantages - Helps us understand the dynamic of introducing and implementing and fixing a changed operation within an organization. The dynamics of the model are very simple and they are very accurate. [Show Less]