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Working Through the Phases of Change
Toolkit Exercise 7.2
Working Through the Phases of Change
- Consider a significant and disruptive change situation that you know about (or talk to a friend or relative about such a change situation). Identify the different phases of change.
- Can you identify strategies that people used or could have used to help them work their way through the different phases?
- Can you identify strategies that change leaders used or could have used to help people work their way through the different phases?
Awareness Yes/No recipients | Strategies people can use to help them work through stage | Strategies change leaders can use to help recipients work through stage | |
Prechange anxiety | |||
Shock | |||
Defensive retreat | |||
Bargaining | |||
Depression, guilt, and alienation | |||
Acknowledgment | |||
Adaptation and change |
Does the model hold? Why or why not?
What other consequences of change can you identify?
Toolkit Exercise 7.3
Personal Reactions to Change
- Think through your organizational experiences at school and at work when you have been a recipient of change. How have you typically responded to these changes? What were the factors that led to those responses?
To help you think about these questions, ask yourself the following concerning three to four such changes:
- What was the change and how was it introduced?
- What was the impact on you?
- What was your initial reaction? Enthusiasm? “Wait and see” attitude? Ambivalence, due to conflicting reactions? Cynicism?
- Did your attitudes change over time? Why or why not?
- Was there a pattern to your response?
- Under what circumstances did you support the change? When did you resist? What can you generalize from these experiences?
- If you experienced ambivalence, how did you resolve it and what happened to your attitudes toward the change once the ambivalent feelings were resolved?
- Overall, have your earlier experiences with change been largely positive, largely negative, or mixed?
Have these experiences colored your expectations and feelings toward change in the future?
Toolkit Exercise 7.2
Working Through the Phases of Change
- Consider a significant and disruptive change situation that you know about (or talk to a friend or relative about such a change situation). Identify the different phases of change.
- Pre-contemplation stage where the recipient are not intending to take any action in the foreseeable future.
- Contemplation stage as people begin to recognize the problematic part of their behavior.
- Preparation stage where people begin to take small steps as they believe their behavior change can lead to a healthier life.
- Action stage where people have accepted the changes and are intending to uphold them.
- Maintenance stage as people start to modify their behavior change so as to avoid a relapse.
- Termination stage as people are no longer interested to go back to their previous behaviors.
- Can you identify strategies that people used or could have used to help them work their way through the different phases?
- Consciousness raising by increasing awareness on healthy behavior.
- Dramatic relief where one is emotionally aroused about the health behavior.
- Self-reevaluation so as to realize that healthy behavior is part of what they want to be.
- Environmental reevaluation to realize how their unhealthy behavior affects others.
- Social liberation which are environmental opportunities showing society is supporting the healthy behavior.
- Self-liberation by a person believing that achievement of healthy behavior is possible.
- Finding relationships that are supportive of the desired changes
- Counter conditioning by substituting healthy behaviors and thoughts for unhealthy ones.
- Rewarding positive behaviors
- Creating an environment that supports and encourages healthy behavior.
- Can you identify strategies that change leaders used or could have used to help people work their way through the different phases?
Awareness Yes/No recipients | Strategies people can use to help them work through stage | Strategies change leaders can use to help recipients work through stage | |
Prechange anxiety | Yes | Increasing awareness about the healthy behavior. | Telling the people what the change is about. |
Shock | Yes | By dramatic relief people are able to be emotionally aroused about the healthy behavior. | Repeating the key facts of the change and underlying reasons for it. |
Defensive retreat | Yes | Through self-evaluation people will be able to realize that healthy behavior is part of what they want to be. | Acknowledging the anger and giving the employees a chance to express their feelings. |
Bargaining | Yes | Approaching the necessary authority with their suggestions in a peaceful way. | Reminding the people to move towards a successful future. |
Depression, guilt, and alienation | Yes | Through environmental reevaluation they are able to realize the effects of their unhealthy behavior on the society. | Encouraging employees to talk things through with their colleagues and managers. |
Acknowledgment | Yes | Through self-liberation the people can be committed to the belief that they can adopt the healthy changes. | Building their confidence by praising the appropriate steps they take going forward. |
Adaptation and change | Yes | Through counter conditioning the recipients are able to substitute healthy behaviors and thoughts for unhealthy ones. | Creating an environment that has cues supporting the changes so as to avoid a relapse. |
Does the model hold? Why or why not?
Yes it holds. It focuses on all the phases people go through before finally accepting the changes.
What other consequences of change can you identify?
- Denial – employees decide not to do what they are told.
- Exploration – employees begin to explore the realities of change and start to think of how the future will look like.
Toolkit Exercise 7.3
Personal Reactions to Change
- Think through your organizational experiences at school and at work when you have been a recipient of change. How have you typically responded to these changes? What were the factors that led to those responses?
We responded by expressing our anger through boycotting work.
The response was as a result of the administration refusing to negotiate with us on their decision.
To help you think about these questions, ask yourself the following concerning three to four such changes:
- What was the change and how was it introduced?
The change concerned the employer deciding to reduce our salaries.
The change was introduced through a notice pinned on the noticeboard.
- What was the impact on you?
The change resulted into most of us not being able to pay our bills.
- What was your initial reaction? Enthusiasm? “Wait and see” attitude? Ambivalence, due to conflicting reactions? Cynicism?
My initial response was to wait and see how the others will respond, this is because I did not want to be the inciter so as not to lose my job.
- Did your attitudes change over time? Why or why not?
My attitude changed with time as I could not afford to be fired for descent.
- Was there a pattern to your response?
Yes, there was a pattern.
- Under what circumstances did you support the change? When did you resist? What can you generalize from these experiences?
I supported the change when I realized that the administration was not willing to negotiate with us.
I resisted the changes after being incited by the labor officials to boycott the decision.
The experience was devastating especially for those who had families they had to cater for.
- If you experienced ambivalence, how did you resolve it and what happened to your attitudes toward the change once the ambivalent feelings were resolved?
I decided to look at the struggles I would go through by losing the job, and focused on the previous benefits granted by the company such as medical insurance for my whole family.
- Overall, have your earlier experiences with change been largely positive, largely negative, or mixed?
My earlier experiences with change have been both positive and negative.
Have these experiences colored your expectations and feelings toward change in the future?
My previous experiences have made me to be more open minded when facing changes in the future.