| INFORMATION |
| Title |
Description and Link |
| Toolkit for Leading People Through Change |
Click here |
| Using ADKAR to Implement Change
Slides |
This document includes the slides from the workshop, Using ADKAR to Implement Change. The workshop reviews the dimensions of change and introduces the ADKAR model. For each element in the ADKAR model, strategies are identified to help leaders begin creating action plans to support individuals through the transformation.
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| When You Have to Carry Out a Decision You Disagree With |
One of the frustrations of being a middle manager is that senior leaders make decisions that go against what you would have done had it been up to you. Sometimes you are part of the decision process, and other times the decision is simply handed down. Either way, you are now responsible for ensuring that the plan is carried out. This article offers a two-pronged approach for skillfully managing these situations.
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How to Create a Compelling Case for Change
(Article) |
LEADS Domain: Systems Transformation
Being an effective change agent is no longer just a nice leadership skill to have, it has become an essential leadership competency. The difficulty in getting people to change is convincing them to abandon current behaviour that’s providing their current reward in favour of new behaviour that promises a better reward. People must believe that changing their behaviour is absolutely necessary before they will get on board. This article offers 3 steps and 6 strategies to help you to inspire this belief in others.
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Using ADKAR to Implement Change
(Summary and Action Plan Template)
|
LEADS Domain: Systems Transformation
ADKAR is a research-based, goal-oriented change management model to guide individual and organizational change. It includes a series of milestones that an individual needs to achieve in order to move through change.
This resource summarizes the key points and lists strategies for each ADKAR milestone and includes action plan templates for leaders to use when creating their plans for supporting their employees through the change process.
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Reinforcement: How to Unfreeze Old Behaviors and Re-freeze the New
(Article) |
LEADS Domain:
When it comes to implementing an organizational change, in order to change behavior you must change the Reinforcements. If you don't change the Reinforcements, you will just get more of the same behavior. Reinforcements are the ways that the new behaviors (the ones we seek to see) are encouraged:
- Positive consequences are given for desired behavior
- Negative consequences are given for failing to change
- Making adoption of the new behaviors easier, while making the old ways harder
The article offers three steps to change behavior and have people move from the status quo to doing their work in the new way.
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Caution Ahead! Avoid These 5 Mistakes When Dealing With Resistance to Change
(Article) |
LEADS Domain: Systems Transformation
when your organization is implementing a change, you will face resistance. It’s inevitable...someone, somewhere is going to let it be known they don’t like what’s happening. Resistance is very simply someone’s attempt to protect or defend his or her Frame of Reference. The more disruptive a change is perceived to be, the greater the resistance you will face. This article lists a few of the most common mistakes made when dealing with resistance along with some tips and guidelines on how you can avoid making them.
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5 Certain Ways to Engage Employees During Uncertain Times
(Article) |
LEADS Domains: Lead Self, Engage Others
Great leaders know that managing uncertainty is a matter of putting themselves in the shoes of their employees and delivering the compassionate leadership they expect. People don’t want good intentions from their leaders during times of uncertainty; they want their leaders to be not only strong, confident and decisive, but transparent and vulnerable enough in their leadership role to express a sense of genuine care and concern. Employees are engaged when their leaders continuously provide insight and clarity to the situation at hand. A leader’s role is to neutralize the uncertainty by communicating often and providing their employees with unique perspectives and knowledge. This article offers multiple strategies to engage employees during times of uncertainty.
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ADKAR®: Simple, Powerful,
Action Oriented Model for Change
(Article) |
The ADKAR® model of change is a practical answer to effective change management for individuals and organizations. Built on practical research conducted in more than 900 organizations the model is simple to learn, makes sense, and focuses on the actions and outcomes required for change. This article provides a summary of the five actions as building blocks for successful individual change, and therefore successful organizational change.
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Building Successful Teams in the Midst of Transition
(Article) |
Health care is experiencing dramatic change at this time. One of the most significant essentials for success during transition is team building. Leaders that can challenge, motivate, and empower their teams through change are successful. Most change disrupts teamwork. The leaders who can keep their work teams focused during changes will have organizations and businesses which thrive. This article identifies five essential transition tools- knowledge, a focused vision, faith, initiative, and training and development, to help teams manage change easier.
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Embracing Change - Jason Clarke at TEDxPerth
(Video) |
In this TEDxPerth talk, Jason Clarke explains how we can embrace change within organizations. Managers can help employees with the change process so employees take an active role in embracing change. Both have the choice to open their minds and take risks. Jason examines what is really behind the resistance to change and how to move people past it
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| TOOLS |
| Title |
Description and Link |
| Change Management: From Past to Present
(Activity) |
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Employees need to understand that change is part of life and it is acceptable to feel apprehensive towards change. Team discussions help ease their anxiety and let them know that they are not alone. This exercise helps participants examine our changing world and provides an opportunity to discuss what it means for the future. You can use this as part of a change management course or to run it for staff who are subjected to a change management initiative.
CLICK HERE |
| Turning a Bad Experience to a Good One
(Activity) |
Use this exercise to motivate people and help them to view an experience differently. The essence of the exercise is to show that even the most negative experiences can be quite educational and useful in the long run and that if one does not see the benefits, others might be able to see it and bring it to their attention. This exercise is also useful to practice improving emotional intelligence and empathizing with others.
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Support for Employees Experiencing Emotional Reactions during Change
(Tools) |
This document includes links to over 20 resources designed to help individuals manage their emotional reactions during a transition or change. Tools include resource sheets and activities to help managers:
Prepare to deal with employees who are feeling distress
- Support employees who are feeling distress
- Use team building activities during times of change
- Help individuals managing their emotions
All of these resources come from the Great-West Life Centre for Mental Health in the Workplace.
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Why Other People's Emotional Responses Impact Us |
Dealing with distressed workers is challenging for a number of reasons, not least of which is the impact other people's emotional responses have on us. At times simply being aware of the ways others can affect our emotions gives us more options in terms of how we want to respond.
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Coping Strategies for Supporting Students |
While originally created for students, this guide contain useful activities to: 1) reduce difficult emotional states and excessive anxious arousal and/or stress; 2) increase energy, stimulate the mind, and improve mood; 3) help students be more receptive to learning; and importantly, 4) provide coping skills that will be helpful for life.
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Expressing Anger Appropriately |
Certain workplace situations create feelings of anger for most of us. This guide offers tips for expressing anger appropriately in the workplace.
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Empathic Questions (information) |
Asking respectful, open-ended questions can often help obtain information about a worker's emotional reactions, providing a unique understanding of their experience when emotionally distressed. Individuals are much more likely to feel comfortable and supported in the workplace when they feel they are understood.
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How to Keep Your Team Focused and Productive During Uncertain Times |
This 2-page article offers leaders suggestions for keeping people focused while also helping them cope with the feelings that change and ambiguity bring up.
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Good Enough vs. Perfection |
This team-building activity can help develop shared and reasonable expectations in terms of quality of work.
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How to stay resilient in times of uncertainty |
We are living in a complex world with change all around us. Naturally, this can make you feel uncertain or fearful about the present and future. The good news is that resiliency – the ability to thrive in times of change and uncertainty – is learned, and you can start building your resilience today. Use the tips below to take on a more flexible, resilient mindset
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Managing your reactions |
The skills in this area are designed to help you strengthen managing your reactions in the workplace
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Helping employees manage change |
Any organizational change may have an unsettling impact on employees. You can help through thoughtful planning, effective communication, and engaging employees in exploring how changes can be handled in a psychologically safe way.
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Dealing with other people’s mental and emotional reactions |
The skills in this area are designed to help you to deal with other people's negative emotions and reaction
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Quick-Start Guide for Applying ADKAR® to Today's Change Challenges |
Identify common restraining forces during a change and ways to overcome them in order to help your employees move through change.
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Identifying Your Values |
Identify your personal core values and plan ways to live in alignment with them even during times of uncertainty and change.
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Linking Emotions, Thoughts and Behaviours |
The intention of the exercise is to make the link between how our thoughts and emotions can lead directly to our physiological reactions and behaviours. Becoming more aware of thoughts and emotions, can help us better manage or respond to the reactions that follow.
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Understanding Personal Barriers |
Interactions with distressed workers are complex and delicate, and often occur when the leader is faced their own personal barriers and emotional triggers, making it especially difficult. This worksheet helps you begin to organize your thoughts on personal barriers related to dealing with the main emotion categories that arise in the workplace: anger, fear and sadness.
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Dealing with Worry |
This team-building activity helps build effective problem-solving skills to reduce the stress that can be caused by worrying.
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Reframing |
Practice reframing how you think of the current situation to give it a more beneficial meaning to you.
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Anger as a Symptom |
Anger can be a normal, healthy and useful emotion that we all experience. At times anger is a secondary emotion that hides other underlying emotions. To help process those emotions, try to identify examples of when anger may have been covering a primary emotion.
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Avoiding Impulsive Decisions |
Workplace situations that are stressful and/or ambiguous can increase the likelihood that we react or make decisions in impulsive ways leading to poor results. Plan ways to proactively take action to reduce the likelihood of making an impulsive decision in the moment.
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Challenging Troublesome Thoughts |
Emotionally driven thoughts can be unrealistic and inaccurate. They can have a serious impact on your mood, your confidence, and your effectiveness at work. Use the questions in this worksheet to challenge these thoughts and come up with more realistic perspectives on a situation.
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The Emotional Impact of Automatic Thoughts |
Your mind constantly processes information without your full awareness. Many (even most) thoughts and mental images spring to mind without any conscious initiation or involvement on your part. As you adjust to new situations, it is useful to be aware of your patterns of thought since these thoughts have a significant impact on your perceptions of your role and effectiveness in the workplace.
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Acknowledging Strengths |
This team-building activity helps team members think about and articulate the strengths that others bring to the team.
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Personal Power Grid |
Use the Personal Power Grid to assess situations based on the control you have and the actions you can take in order to to focus your attention and expend your energy where they can have the greatest impact.
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Understanding Basic Human Needs |
All humans have a number of core, basic needs. The fulfillment of your basic human needs is critical for your overall life satisfaction and can strongly impact your work performance and how you interact with others. This worksheet asks you to specify actions you can take to work toward ensuring these needs become fulfilled.
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Acknowledging our Accomplishments |
This team building activity helps recognize positive accomplishments that may not otherwise have been acknowledged.
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| Mindful Minutes to De-stress |
This team building activity helps team members develop skills for calming the mind, to improve focus and reduce stress.
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Monitor your impact on others |
At some point, almost everyone will experience intense emotions in the workplace. Our emotional states can be highly contagious, and may have a significant impact on others, affecting their mood and the way they function at work. Those who are most likely to be strongly impacted by your emotional state include those who are already stressed, who fear your disapproval, or who are experiencing depression or anxiety-related symptoms. Whether you wish it to or not, your mood affects workplace productivity, and staying aware of your impact on others can help you optimize your leadership.
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Reacting to change (tool) |
This team building activity can help develop awareness of how we react to change
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