How to Prepare Your Team for Change

Where do you begin?

‘for smaller organisations, it’s more difficult to understand the steps you need to take to manage change’

Negative bias

  • pay more attention to negative events than positive ones
  • learn more from negative outcomes and experiences
  • make decisions based on negative information more than we make it on positive data.

people tend to focus on what they’re losing with the change, rather than what they may gain’

  • how do we become aware of it?
  • how do we manage it?
  • how do we overcome it?

The Change Curve

everyone goes through the Change Curve at their own pace

Denial

  • this can’t be happening
  • maybe this will just go away
  • If I deny it, maybe it won’t happen.
  • we’ve tried this before but it didn’t work
  • if it’s not broken, don’t fix it
  • we’ve always done it this way.

Frustration

  • am I going to lose my job?
  • will I be exposed as incompetent?
  • do I want to be a part of this change?

Acceptance

  • what we were doing couldn’t have gone on forever
  • I’m curious about whether this new change will work
  • how does it work?
  • okay, it’s not actually so bad.

Integration

  • everything’s really good
  • this was a great process.

Helping people through change

Preparation

  • why are we implementing it?
  • what are we hoping to achieve?
  • what does success look like?
  • who’s going to be impacted by this change?

Consultation

Time and energy

Proactively equip managers

Training and Support

  • what it is
  • how they can receive support
  • how to implement the new process

Measure success and reward contributions

Why bother?

Have your say

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Karen Kirton

Karen Kirton

Founder of Amplify HR — a consulting company in Australia that specialises in enabling businesses to find, grow and keep great people. www.amplifyhr.com.au