“The Times They are a Changing!”

Betsy J. Webb, SPHRProfessional Development &

Training Manager,Human Resources

Montana State University

What Matters in Creating Successful Change

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Changes…• Change in family membership during last twelve

months (additions or losses)• Change in health of a family member (better or worse)• Change in employment – you or your partner• Change in financial state (better or worse)• Change in living conditions (move, renovation,

damages)• Change in school status (started or ended)• Change in sleep habits

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“Fear, uncertainty and discomfort are your

compasses toward growth.”Unknown

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BARNGA

To Explore…Cooperative LearningCompetitive Playing

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“All great changes are preceded by chaos”

Deepak Chopra

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Instructions

• 8 people at each table: Form two teams of 4 at your table. Each half table is a game of 4 people. Teams are 1A and 1B, or 2A and 2B, etc.

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• Two games at each table; 4 players per game. Choose a partner and sit across from that person

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Instructions, continued

• Learn FIVE TRICKS – 7 minutes–Instructions/rules in envelope–Read instructions/rules–Practice a few rounds–Put instructions back in envelope

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Gag Order

• NO – Talking• YES – Gesturing

• NO – Written Words• YES – Pictures (drawing them)

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Tournament – Round 1

• Play FIVE TRICKS• Play for 4 minutes• Play several games• Keep score, Play by the rules

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Round 2• Winning team from each table switches to

the next table.– Winners from Table 1A go to Table 2A, 1B goes

to 2B. Winners from Table 2A go to Table 3A, 2B goes to 3B, etc.

– Winners from last table go to Table 1• Play FIVE TRICKS again for 4 minutes• Same GAG ORDER and RULES apply

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Round 3

• Winning team from each table switches to the next table.– Winners from Table 1 go to Table 2, Winners

from Table 2 go to Table 3, etc.– Winners from last table go to Table 1

• Play FIVE TRICKS again for 4 minutes• Same GAG ORDER and RULES apply

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Round 4• Winning team from each table switches to

the next table.– Winners from Table 1 go to Table 2, Winners

from Table 2 go to Table 3, etc.– Winners from last table move to Table 1

• GAG ORDER is lifted– You may talk with players at your table!

• Play FIVE TRICKS again for 4 minutes

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Debrief

BARNGA is about change management

How do people react to unexpected change and the resulting uncertainty, especially when there is little or no communication?

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How Did You Feel?• How did you feel about playing the game?• How do you feel about the outcomes?• What were your feelings towards:

– The Facilitator – Your Opponents in Round 1 (same rules)– Your Opponents in Rounds 2 & 3 (different rules)– Players at the other tables

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What Happened?

• What important things happened during the game?

• What surprising things happened during the game?

• What stressful things happened during the game?

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What Did You Learn?

• Identify some principles that occur to you based on this game– Such as: In many interpersonal situations, we

make unwarranted assumptions.

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Other principles:• People engaged in the same activity may use different

procedures.• Everyone may not be operating from the same set of rules.• Lack of communication hinders cooperation and

resolution.• People sometimes look to “leaders” or outside guidance

for help when there is uncertainty and/or chaos.• Assertive people have an advantage.• In a conflict situation, some people give up easily rather

than explain their views.

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Other principles (cont.):• When other people behave differently from your

expectations, you may assume they are dishonest or ignorant.

• Whenever you learn a “standard” set of rules, you feel that they are the only correct set of rules.

• The “home team” may have the advantage in being able to impose its rules on people coming from the outside.

• After going through a culture shock, people find it easier to accept further shocks.

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How Does this Relate to your real world?

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Change• Why do we resist change?• When is change good?• When is change bad?• How can someone convince you that

change needs to be made?• Does it matter who it is trying to convince

you that change needs to be made?

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Change viewpointsFor Decision-Makers:• Purposeful• Necessary• Planned• Paced• An improvement• An opportunity

A beginning - Navigator

For Implementers:• Unexpected• Unnecessary• Out of control• Disruptive• A problem• Limits choice

An ending - Victim

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Four Attitudes Towards Change

Advocates: believe the change will make a difference, interested in sharing their expertise and enthusiasm.

Incubators: thinking about change, but not sure about it. Thinking about learning and testing the concepts against their own experience.

Apathetics: have not heard of the change or simply do not care. Might believe they can ignore it and it will go away.

Resisters: openly and actively challenge the change or covertly undermine the change.

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Three Conditions for Successful Change

1. Valid Information – good communication going and coming to all levels of employees

2. Informed Choice – having the opportunity for all levels of people to have some choice about the new plans and changes.

3. Internal Commitment – to have any change be successful all people must be committed to the course of action. There will be varying degrees of commitment, of course, but to be truly successful all people need to be committed to the general direction.

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Leading Change – the 7 Levers

People Support• How can you put key

advocates in contact with incubators and apathetics?

• Mass Exposure• Hiring Advocates• Removing Resisters

Environmental Support

• Walk the Talk• Reward and Recognition• Infrastructure

Shapiro, A. (2003). Creating Contagious Commitment, Applying the Tipping Point to Organizational Change.

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Rider – provides planning and direction

Elephant – provides the energy

Riders without Elephants have understanding without motivation

Elephants without Riders have passion without direction

Reluctant Elephant and Wheel-spinning Riders can ensure that nothing changes

When both move together – change can come easilyShaping the Path (environment)

Heath, C. & Heath, D. (2010). SWITCH: How to Change Things When Change is Hard

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Betsy Webb994-4275elizabeth.webb@montana.edu