The model follows basic human development patterns of Unaware, Aware, Understand, Believe, and Act. In proceeding blog posts, I’ll explicate on each role in this change model and how to build a strategy from it.
Would love to see the fine print in the Fence Sitters et al chart you posted there at the bottom.
A matched pairs comparison of successful and unsuccessful firms under these conditions reveals very different patterns of strategic measures taken.
His work is used in case studies at the Harvard Business School, Darden School of Business at the University of Virginia, and at Tepper School at Carnegie Mellon University. McKinsey consultants Peters & Waterman were the most popular in the 80s and 90s because they co-authored the book In Search of Excellence.
In 1958, Ron Lippitt, with his colleagues Jeanne Watson and Bruce Westley, wrote a book called The Dynamics of Planned Change. The power of McKinsey was that they practiced social science according to professional discipline rather than an academic discipline.
Why do some people seem to sail gently through all the changes life throws at them, while others get upset if they have to change even their breakfast cereal? There is plenty of evidence that what we find most stressful as human beings is uncertainty, not change in itself.
Our pages on stress management provide more information about understanding stress and stressful life events, but here it is worth repeating that stress is not all in the mind.
This kind of ‘negative feedback loop’ is common in nature, and is designed to make you stop!
Don’t be tempted to ignore the symptoms of stress, and hope that they go away by themselves. If you are struggling with stress and it's making you unwell you should seek professional help from a counsellor or health-care provider.
Stress left unchecked can lead to depression a potentially serious mental illness, learn more on our pages: What is Depression?, Types of Depression and Treatments for Depression. There is plenty of evidence that we all go through more or less the same process when dealing with change, although particular stages may take rather longer in some cases than others.
Elizabeth Kubler-Ross looked at the way people come to terms with the news that they have a terminal illness, and developed a model called the Transition or Change Curve.
There is a prayer which has been adopted by Alcoholics Anonymous, called the Serenity Prayer.
God, grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference.

Although it may have become rather hackneyed, this is not an unreasonable approach to managing change in your life. One of the things which those who embrace change generally say that they do is to accept what can’t be changed, and worry only about what they can change themselves. It can be very hard to let go of worrying, but there is no point in getting stressed about things over which you have no control.
Realistically, is there anything that I can do to change the likelihood of this event happening, and if so what? Realistically, is there anything that I can do to change the outcome to a more favourable one for me, and if so what? Before thinking about how you can change the outcome, it is important to think about what your ideal outcome might look like, and how likely that is to happen anyway. Take a look at our pages: Strategic Thinking and Action Planning for more help with thinking through the issues and planning your next steps. The company you work for looks like being taken over by another, and you’re worried that you might lose your job, or that you might end up doing something less interesting. Is there anything that you can realistically do to change the likelihood of the company being taken over?
Is there anything you can realistically do to make a more favourable outcome for you more likely?
You could also think about what opportunities might open up should you be made redundant, such as the chance to set up your own company, or perhaps take some time off work to travel.
Once you have made your final decision about what you can and can’t change, and what you are going to do about it, stick to it. Many businesses are going through rapid change, driven by a combination of internal and external forces. Our Change Loop Thinking workshop is a highly facilitative process designed to help guide teams through times of transition. The output from the workshop also stands the test of time as it provides a reference point that the team can use as it implements change, allowing them to base future decisions on the output they generate during the workshop.
This workshop works best with intact teams who are struggling to define vision or define how to make change happen.
One of the significant differences is that the successful firms make changes in the management area very early, while the unsuccessful firms make them very late.
He helps companies like Amazon, Zappos, eBay, Backcountry, and others reduce costs and improve the customer experience. Even the most difficult life events, such as divorce or marital separation, can be more stressful in terms of the uncertainty.

But there are some simple skills that you can develop that will help you to manage change in your own life, whether through work or life events. Stress can cause genuine physical symptoms, including dizziness, tension headaches, diarrhoea and insomnia, which in turn can make you feel worse, and even more stressed. Your body is trying to tell you something and, if you don’t listen to it, you could find yourself becoming very ill indeed. They then start to move towards exploration of their condition and new options, and into acceptance.
Put it to one side, as something that may happen, or not, but over which there is no point in worrying. Brush up your CV or resume, get in touch with a recruitment agency specialising in your type of work, and look for another job. This should also make you feel much more positive, and therefore more attractive to potential employers.
Rather than covering the theory of change management, the workshop is a very practical and structured process for helping teams gain clarity on where they want to get to, to identify the issues that are standing in their way, and to define where to go next.
All three components of the formula need to be in place in order to generate enough momentum to bring about lasting change. The process is also repeatable so it can be cascaded down and across the business and applied to different business challenges. However, the workshop also benefits managers who want to learn some practical tools for managing change. . Same change managament laws apply also then and they are harder to implement as people do not see the necessity to change when thinks are going well. He does this through a systematic method for identifying pain points that impact the customer and the business and encourages broad participation from the company associates to improve their own processes. You will become more confident as you see the value that others place on your skills, and you will also be more attractive to your existing company if you have another job offer, giving you options. This means that the  speed and intensity of change is placing an even greater emphasis on the need to find ways to fully engage people in change.

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