| Change Leadership : Individual | |
|---|---|
| Leading the Impact of Change on the Individual | |
| Why? | During organisation change projects we often hear the sentence, “We need to win hearts and minds.” This is indeed a bold ambition. Unfortunately, it is in the wrong order. The major assessment by the heart (emotion) takes place after the mind (information) has made sense of the proposed change and its real impact on the individual. A simple truth is emphasised; if you want commitment to a change, you have to effectively handle this stuff. Otherwise, it can go horribly wrong. |
| What? | The individual response to change has much in common with the bereavement cycle (Kubler-Ross Grief Cycle). This alone is enough to make even an experienced leader quail. However, it can be translated into a straightforward approach for the business context. |
| How? | Learning is based on the Personal Change Grid™ which has four phases:
Each of the DETA™ phases has a set of tactics to address them. Simple pro forma are introduced to encourage diagnosis and planning. |
| Workplace Applications |
|
