2. AGENDA
• The Change Mindset
• Lewin’s Freeze and Unfreeze Model
• Stages of Change
~ Lunch ~
• The Emotion of Change
• Broaden & Build
• Psychological Capital – HERO
• Be the change you want to see
3. Scientific research shows that there
are strong links between feelings and
successful organisational change
programs.
5. STAGES OF CHANGE
1. Denial 4. Commitment
- “This won’t happen” - “Let’s sort out the resources”
- “They will never get away with it” - “You do this; I’ll do that”
- “I’m not going to change”
- “Let’s confirm objectives and get
moving”
- “Let’s just keep doing things the
way we
always have”
Communication is disregarded
Communication is calmer and more
focused
2. Resistance 3. Exploration
- “They can’t make me do this” - “This could actually benefit us”
- “This is all too hard” - “What’s my role?”
- “Let’s focus on why it won’t work” - “I think I get it now!”
Communication is emotional, negative
and
argumentative
Communication is questioning,
enthusiastic,
erraticAdapted from Prochaska & DiClemente (1983)
6. “The secret of change is to
focus all of your energy not
on fighting the old, but on
building the new”Socrates
7. When we feel positive we:
• Make better decisions at work
• Are more socially integrated (have
better working relationships)
• Are more creative and better at
problem solving
• Have lower levels of absenteeism
• Experience greater job satisfaction
11. HERO
Hope – We’re focused on achieving our goals and we
have a plan for doing so
Self efficacy – We’re confident that we have the skills
and ability to achieve our goals.
Optimism – We’re optimistic about our chances of
achieving our goals.
Resilience – We bounce back from stress, conflict,
failure, change or increase in responsibility.
12. 1. Are you a HERO on a regular
basis?
2. Aim for 3 to 5 positive
responses for every negative
response.
3. Let your team experience
success.
4. Work with them to set goals