Change and the Individual Flashcards
What are the preferences of the four types of learners?
- Activists - concrete experience
Learn from experience with others, busy, challenge, have a go
Fail if move on rapidly - Reflectors - reflective observation
Learn from watching others, thinking, thorough
Failure if don’t take risks by engaging in practical experience - Theorists - abstract conceptualisation
Learn from logic, theory, models, reading
Fail if avoid creative and intolerance ambiguity - Pragmatists - practical experimentation
Test and apply, new techniques, people
Fail from rejection of idea if no immediate application seen
What are the stages of conscious competence learning?
Unconscious incompetence - don’t know how to do job
Conscious incompetence - aware of what you need to learn
Conscious competence - aware of what progress being made
Unconscious competence - don’t have to think about what is known
Learning dip - performance decreases whilst learning but goes back up when learnt.
Effectiveness of learning changes dip
What are the stages of the change curve?
- Shock and Denial
- Anger and blame
- Bargaining and self-blame
- Depresssion and confusion
- Acceptance and problem solving
What are the stages of Maslow’s Hierachy Of Needs?
Self-actualisation - be the best, fulfil potential
Esteem - Self, recognition, achievement
Social - Belonging
Safety - secure working environment
Physiological - food, water, sleep, shelter
What are the three key motivators?
- Autonomy - self directed, free to decide method & direction, circumstance
- Mastery - being good at job, improving skills, opps to develop
- Purpose - work has meaning and value, worthwhile
What is learning?
What do CMs have to do?
Process of acquiring knowledge which leads to change
CMs support process of learning for successful change with good knowledge of learning theory and skills development
Training vs learning
Focuses on activity of trainer - deliver
Focuses on activity of learner - participant
What is the Learning Loop?
- Concrete Experience - something happens
- Reflective Observation - thinks about it
- Abstract conceptualisation - Identifies a pattern
- Practical Experimentation - Tests theory
Key principles of learning
- Learn KSA’s the way they will be used in org
2. Follow immediately with application
What should learning content include?
Activities with objectives
KSA’s knowledge, skills, attributes relevant to work
Outcomes for organisation
Success standards/test
Detail level appropriate
Attitudinal objectives set through specific behaviour patterns
Supervised, confident it will allow effective performance
What are the axis of the change curve?
Morale, energy & performance over time
How should stage one of change curve be managed?
Shock and denial stage:
People resist, deny, see as unnecessary
May increase performance and effectiveness with initial energy seen at the start
Help those impacted understand the importance of change through effective comms early onto support the change journey
How should the second stage of the change curve be managed?
Anger and denial
Others are blamed for change
CMs need empathy to help individuals understand impact of change and what it means for them
How should third stage be managed?
Bargaining and self blame stage
People take on additional work
Empathy, listening, support with consequences
How should the fourth stage be managed?
Lowest point of curve
Realisation that situation cannot be changed
Confusion, sadness, depression
Support, empathy, active listening
What happens in the final stage of the change curve?
Final stage = problem solving
Acceptance, resolves to address for new future
Problem solve to see how new situation can make there life better
Eg. New system
How can the change curve vary?
Varies from person to person in length and depth..depends on.. Level of impact Confidence and resilience Interaction with other changes Control & influence felt
People become stuck in different stages
What’s the difference between change and transition?
A change is the actual event, activities, tasks
Transition is the psychological process of moving from one pattern to another
What are the Bridge’s stages of Transition?
Endings - let go
Describe differences, losses, reasons why current cant continue
Effective comms, gather input into problems, support with losses
Neutral zone - old is out, new not yet established
Re-alignment, temp solutions, connection should be encouraged, events
New beginning - New identity, energy, purpose
Consistent messaging, early success, key milestones
Commitment to future - purpose, illustration to touch and feel, credible plan, part to play in plan and future
What is expectancy theory?
Describes psychological process in relation to motivation
Expectancy x Instrumentality x valence
Effort x performance x rewards
Motivating force is a function of:
How strongly believe..
Effort will lead to good performance
Good performance will lead to rewards
And…How much I value outcome
Hertz berg - theory of satisfaction based on motivation
What are examples of dis-satisfiers and satisfiers?
Extrinsic - Conditions, salary, status (De-motivate)
Intrinsic - Achievement, growth, recognition (Motivate)
What conditions facilitate personal growth?
- Conguence - authentic, genuine, integrity & trust
- Unconditional positive regard - acceptance of/for person, without judgement
- Empathy - willingness to understand other views
What is MBTI Type Theory?
4 pairs of preferences
How people are energised? Process info? Make decisions? Situations preferred?
16 combinations of likelybehaviour towards different people in different situations
Focus on strength an individual offers - value, respect preferences
