The Change Cycle“Ok, we set our goals. Now what?”
People begin to experience the pressure
“The only constant is change.”
- Heraclitus, 500 B.C.
1. Loss2. Doubt3. Discomfort4. -- Danger Zone! –5. Discovery6. Understanding7. Integration
Stages of the Change Cycle
Characterized by: Feelings of fear Cautious thoughts Paralyzed behavior
How to Address it: Create Safety Help identify and communicate likely benefits Help to address fears Make sure team members feel “heard” Reduce ambiguity about what you’re (all) trying to
accomplish
Stage 1: Loss“But I liked the way we did that!”
Characterized by: Feelings of resentment Skeptical thoughts Resistant behavior
How to Address It: Listen and Provide Information “What specific concerns do you have?” “What information do you need to ease your
doubts?” Create support through a team-based approach Identify and enable respected “champions” for the
project
Stage 2: Doubt“This isn’t going to work.”
Characterized by: Feelings of anxiety Thoughts are confused Behavior is unproductive
Task: Motivate! Achieve small victories –
◦ Meeting intermediate goals can help to win trust and confidence
Demonstrate the benefits of the new way
But your work is not done yet…
Stage 3: Discomfort“Ok, but I’m still not sure about this.”
DANGER ZONE
Anxiety levels are increased for everyone!
A smooth transition between Discomfort (Stage 3) and Discovery (Stage 4) is crucial to move towards
successful change.
Remind everyone why we’re doing this
One-on-one interventions and conversations
Make sure you still have “buy-in” Ask pro-actively about what risks the team predicts
Manage anxiety without giving into it
How to Navigate the Danger Zone
Characterized by: Feelings of anticipation Thoughts are creative Behavior is energized
Task: Make Decisions Use information gathered to make quality decisions about
change Understand how the person’s enthusiasm can help the project
Might be a good time to celebrate another small victory
Stage 4: Discovery“It might help our patients if we…”
Maybe we should risk stratify…!
Characterized by: Feelings of confidence Thoughts are pragmatic Behavior is productive
Task: Clarify Benefits Be able to articulate benefits of change
Stage 5: Understanding“Ok, everyone. Let’s make this happen.”
Characterized by: Feelings of satisfaction Thoughts are focused Behavior is generous Full ownership of the change
Change is achieved. Celebrate!The cycle repeats.
Stage 6: Integration“I never thought we could do it, but we are!”
Thank you!“Be the change you want to see in the world.”
– Mohandas Gandhi
“Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it's
the only thing that ever has.” – Margaret Mead
“Progress is impossible without change, and those who cannot change their minds cannot change anything.”
- Email signature of a Beacon participant
Questions/Comments?
What are other reasons people resist change?
What methods for getting through the Danger Zone have you found successful?
The Inter Change Cycle Series: http://www.changecycle.com/changecycle.htm
Catalyst Consulting Team:http://www.catalystonline.com/understanding-change-and-managing-transition.html
CompassPoint’s Institute for Nonprofit Consulting (I.N.C.):
http://www.compasspoint.org/INC/
Further Resources