“Stuff I Wish I Knew About Change When I

Got Started”

Designed Exclusively for the OASFFA 2015 Fall Conference

November 9, 2015

Terry D. Everson, Everson Consulting, LLC

Ah-Ha’s

What is Driving Change in the Financial Aid World?

How I View Change

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Why People Resist Changes

• H

• F

• LOI

How to Anticipate Resistance

New Present

+ __ + __

Stages of Change

Denial Adapting

ComingTo Terms

FightingThe Change

The Pit

(Endings) (Beginnings)

(Neutral)

One Concept: Many Similar Theories

• Kubler-Ross (The Grieving Cycle)

• Connor (Present/Transition/Desired States)

• Bridges (Endings/Neutral/Beginnings)

• Kotter (The 8 Stages of Change)

• Barker (Pioneers/Settlers)

• Ichak Adizes (Corporate Life Cycles of Change)

• Even the MBTI fits

• Why not create a Comprehensive Model?

Endings

• Grieving is encouraged.

• Be patient with ourselves as we lose emotional investment in the past.

• Tradition and rituals/symbols bring about emotional closure to past.

• Burn the Boat

• Heh, we’re going to have a funeral!

Communication for ChangeBarriers and Resistance . . A few harsh thoughts

• Managers/Executives Rarely Admit That Change Is Disruptive And Threatening.

• Managing Loss/Grieving Effectively Means Owning Responsibility For The Damage Done To People In The Process.

• Managers:– Often sweep the distress under the rug– Press people forward aggressively toward ambitious goals– Are compelled to keep the momentum going at any cost

Neutral Zone

• Hanging in mid air.

• Most difficult stage.

• Urgency to make decision, but patience is encouraged.

• Live with ambiguity in the tradition.

• Realize others are going through the same process.

• You can’t over-communicate during a time of change (X10)

Communication For ChangeWhat Leaders Must Do!

• Be Aware Of Your Impact• Keep Lines Of Communication And Contribution Open And Effective

• Reinforce Best Ways To Cope• Be Truthful About Organizational Realities• Be Supportive By:

–Reinforcing best ways to cope–Providing a figure of identification and caring

• Be A Figure Of Identification For People

Beginnings

• Introduce the future/the unknown.

• Be honest.

• Our attitude will determine how we deal with change.

• Get out of our paradigm.

What I Bring to the Team

Strengths Weaknesses

Interpersonal

Skills

Information

Processing

Decision

Making

Planning and

Organizing

Good Leader/Managers-

Great Leader/Managers-

Let’s Diagnose Your Team

Structured Flexible

HiHi

P.

S. Roles We Play

WM.

Roles Expanded

Management Staff

Contributors

Champions

Advocates

CoalitionPioneers

Settlers

WM

The Pioneer’s Priority

• Promise and Champion Change

• Push Yourself – Be A Role Model

• Honor What the Settlers Bring to the Plate

• Welcome Bad News

• Be a Coach

• Focus on the Customer

• Use the 90/10 Rule

Settler Ah Ha’s

• Go With The Flow

• If It Is Going to Happen, Make Lemonade

• Be a Part of the Change; Accept New Assignments (stretch}

• Relieve Stress in Healthy Ways

• Accept Change as a Reality & A Way of Life in the 21st Century

If You Want to Create a Project Change Mentality:

People Change Leadership

CLOSECLOSETRANSITION /STABALIZE

TRANSITION /STABALIZE

EXECUTE / CONTROL

EXECUTE / CONTROLPLANPLANINITIATEINITIATEASSESSASSESS

Define project, Define project, prioritize and fundprioritize and fund

Further define, Further define, prepare for project prepare for project

Plan project details, Plan project details, ready to execute ready to execute

Launch solution to Launch solution to achieve benefits achieve benefits

Implement, monitor, Implement, monitor, refine/enhance refine/enhance

REINFORCE THE CHANGE

MANAGE THE CHANGEPREPARE FOR

CHANGE

Key Deliverables: Key Deliverables:

• Stakeholders Stakeholders AssessmentAssessment

• Change Readiness Change Readiness SurveySurvey

• Job impact AnalysisJob impact Analysis

• CM Plan CM Plan

• Staff Development PlanStaff Development Plan

• Communication PlanCommunication Plan

• Targeted Change Targeted Change Goals/MetricsGoals/Metrics

Key Deliverables: Key Deliverables:

• Training Designed/ Training Designed/ Delivered/EvaluatedDelivered/Evaluated

• Communication Communication Delivery, Refinement, Delivery, Refinement, and Feedback and Feedback

• Directive and Supportive Directive and Supportive Coaching Designed and Coaching Designed and in Processin Process

• Conduct Change Impact Conduct Change Impact “GPS” Updates“GPS” Updates

Key Deliverables: Key Deliverables:

• Measured Success Measured Success

• Reinforce Change with Reinforce Change with Documentation, Documentation, Communication, and Communication, and CelebrationCelebration

• Post-Implementation People Post-Implementation People Change Management Change Management Assessment/SWOT Lessons Assessment/SWOT Lessons LearnedLearned

Endings/

Current State

Transition/

Neutral State

Beginnings/

Future State

Celebrate, Celebrate, communicate, and communicate, and look to the future look to the future

Burn the Boat

Quotes on Change

“Faced with the choice between changing ones mind and proving that there is no need to do so, almost everyone gets busy on proof.” John Kenneth Galbraith

“Whenever he thought about it he felt terrible. And so, at last, he came to a faithful decision. He decided not to think about it.”

“Strangely enough, this is the past that somebody in the future is longing to go back to.” Ashleigh Brilliant

“Things will get better, despite our efforts to improve them.” Will Rodgers

“I was going to buy a copy of The Power of Positive Thinking, and then I thought, “What the hell good would that do?” Ronnie Shakes

“The trouble with the future is that it usually arrives before we’re ready for it.” Arnold H. Glasow

Action Planning Worksheet

I will do what? By when?

Date

Signed_________________________ Date__________

Action