sec 2, class 13 & 14 Flashcards

1
Q

individual, group, organization and inter-organization levels - both everyday and peak moments

A

Which employee resources, practices and policies create and sustain a healthy organization?

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2
Q

LEGO PLAY TIME

A

LEGO PLAY TIME

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3
Q

Crisis, chance, choice

A

Change happens because of

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4
Q

the brain

  • creates responses that are predictable and sequential
  • distorts, deletes and generalizes new information
  • makes no differentiation between good or bad changes
  • makes no differentiation between externally imposed or internally driven changes
  • responds multidimensionally
A

Predictable characteristics of change

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5
Q
  1. Time of response

2. Intensity of response

A

Two things we cannot predict about change

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6
Q

validates thoughts, feelings and behaviors that are typical in a changing environment
-specific coping skills can be learned to assist in moving forward to next stage

A

The change cycle

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7
Q

fight for flight, survival and security, instinct, bodily functioning, present- oriented, concerned with only yourself “do people have good intentions for me?” state your intentions

A

brain- reptilian (pet the lizard)

-95% of brain processing is reptilian in order to “Keep us safe”

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8
Q

problem solving, perception/emotions, communication, present oriented, learns quickly but also reacts quickly - needs to be seen/recognized

A

brain- mammalian (feed the mouse)

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9
Q

strategic, aware of others, complex communication skills, logical reasoning, future-oriented, makes connections
-do we have common goals? am I still part of a group even if I mess up?

A

brain - neocortex “human” brain (hug the primate)

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10
Q

Feeling: Fear
Thoughts: Cautious
Behavior: Paralyzed
Major focus: Self-protection
Stage objective: creating personal safety
Motivated by: pain or security needs
Overuses: Feelings of paranoia
Challenge: defeating “endless victim/why me” mentality
Opportunity: learning to channel fear into appropriate action
Employees: internalize “what’s in it for me”

A

Change cycle: stage 1 - Loss

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11
Q

if you are stuck in stage one you might : feel powerless, imagine the same old results, put up walls, feel threatened, distrusting, suspicious, paralyzed or fearful

A

Stage 1 - tools

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12
Q
  1. Identify/define the change (external or internally driven, was there a choice? what are the losses? how much can you control these events? define what’s known)
  2. Recognize the difference between real and imagined fears (worries vs. evidence, real fears = evidence to support the fears, what’s the WORST that could happen and how do I deal with that? Is this going to matter in 10 days, weeks, months)
  3. See the objective clearly, establish clear outcomes (smart goals, see objectives clearly - what will you be saying, doing, feeling, thinking, what will change?)
A

To move on to stage 2

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13
Q

remain calm and quiet, show empathy

  • listen, let them talk about concerns
  • bring feedback into ongoing discussion
  • FOLLOW UP to show you listened
  • clearly define the change
  • what’s the worst that can change, can we live with it?
  • insure two way communication
A

from LOSS to SAFETY - how can HR help?

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14
Q

Feelings: resentment
Thoughts: skeptical
Behavior: resistant
Major focus: ego strength being right
Stage objective: gather accurate info
Motivated by: opinions/facts
Overuses: blaming self/others
Challenge: accepting valid info differing from their opinion
Opportunity: seeking and using new information
What will you see in this stage? complaints or blame (either self or others)

A

Stage two: doubt

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15
Q
  1. Gather information to create an accurate picture (brain distorts memory, you don’t have the complete picture, other people have other info too)
  2. Understand the law of cause and effect (what’s your contribution to the situation, what will help you get more accurate info, embracing both stories with “and” - this is how things are AND we’re going to deal with it
  3. Reframe the change (optimistic explanatory style, (non permanent, non personal, non pervasive), growth mindset, encourage effort not just end goal, recognize hard work, not just achievement, actively learn from others and mistakes
A

Steps to success from stage two

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16
Q

defend your position, whether right or wrong
only see one perspective
be aggressive; see the situation as me vs them, not ask questions, feel defensive, cynical, angry, blaming, adversarial

A

If you are stuck in stage two you might

17
Q

ask good questions (genuinely curious and open ended) , hold your opinion and still listen to other ideas, respect valid information (regardless of source), realize you are looking at an inaccurate/incomplete picture of the change, feel protective, respectful, deliberate, responsive or curious

A

if you are proceeding well through stage 2 you might

18
Q

address all questions and concerns
determine what relevant info is missing and acknowledge it
provide missing information or timeframes for specific answers
insure ongoing/ 2 way communication
define current reality as often as possible

A

How can HR Help from DOUBT to REALITY

19
Q

feelings: anxiety
thoughts: confused
behavior: unproductive
major focus: the “problem”
stage objective: self motivation
motivated by: frustration of “old” or possibility of growth
overuses: being overwhelmed
challenge: keeping anxiety from becoming depression
opportunity: midst of chaos, learning to take small, breakthrough steps

A

Stage 3 - discomfort

20
Q
  • psychological action (distraction) what can you do? what else can you think?
  • physical movement change the physical space, go outside
  • humor - positive state
A

steps to success from step 3

21
Q

be non participative
be undependable and slow
feel like you are going around in circles
be unorganized and unable to set priorities
feel uncaring, temperamental, overwhelmed, worried

A

if you are stuck in stage 3 you might

22
Q

set priorities
know how to make the first step and commit to it
start to clean up and organize
take time for fun, exercise, movement
feel persevering, tenacious, patient, hopeful

A

if you are proceeding well through stage 3 you might

23
Q

help people be patient, determined, courageous and helpful
show where change is working well
provide direction as needed (could be micromanage if needed)
link tasks/projects to big picture
assist others in prioritizing work
create formal and informal distractions
insure ongoing-2 way communication

A

How can HR help from DISCOMFORT to MOTIVATION?

24
Q
  1. Overwhelming urge to give up
  2. Picturing yourself as useless
  3. Believing you can cover up the pain
  4. Believe that you are working hard for nothing
A

Danger Zone - Between step 3 and 4

25
feelings: anticipation thoughts: creative behavior: energized major focus: solutions stage objective: making decisions from available options motivated by: frustration or multiple choices overuses: excessive enthusiasm challenge: choosing options and acting on them opportunity: developing a good decision/making strategy what will you see/hear: "maybe it's not that bad"
Stage 4- discovery
26
practice perspective: upside and downside, optimist vs pessimist, big picture vs small detail identify and use your strengths: how can your strengths help, what are the strengths of others never say no to new ideas: defer judgment, piggy back on other's ideas, think outside your box take risks: what is the best idea, what are the possible risks, what's the next step, what strengths help you move forward
Steps to success in stage 4
27
get into analysis paralysis overprepare and follow up on every single idea want to please everyone feel cranky, hectic, indecisive, overworked, overwhelmed
if you are stuck in stage 4 you might
28
be open to all ideas, but seek perspective work from your strengths and consider them in decisions take risks create the best solution and decide on a plan of action feel hopeful, optimistic, creative, excited, discerning
if you are proceeding well through stage 4 you might
29
seek out ideas/possible solutions encourage brainstorming and being creative identify good decision-making strategies choose/provide options, then act on them (but don't overpromise) recognize positivity and energy avoid micromanagement
from DISCOVERY to PERSPECTIVE- how can HR help?
30
Feelings: confidence Thoughts: pragmatic Behavior: productive Major Focus: accomplishment Stage objective: knowing benefits of change Motivated by: features or benefits Overuses: pride Challenge: keep moving to complete the change cycle and integrate change Opportunity: acknowledge support and attitudes What will you see: positivity, teaching others
Stage 5 - understanding
31
- identify the benefits: what are the benefits that matter to you? - give credit- recognition of others, celebrate progress. Praise and acknowledgment go a long way - celebrate progress -huge motivational impact allowing people to note and celebrate progress
Steps to success- stage 5
32
become insensitive and impatient with others - be very structured - be domineering and dictatorial - feel or come across as conceited, insensitive, heartless, intolerant
If you are stuck in stage 5 you might
33
- be eager to help others - listen and be open to suggestions - be fair and inclusive - show appreciation, focus on benefits, celebrate victories - feel caring, centred, open-minded, approachable, patient
If you are proceeding well through stage 5 you might
34
acknowledge results and productivity - assist others in identifying and understanding the benefits of the change - encourage mentoring - celebrate progress
from UNDERSTANDING to BENEFITS - how can HR help
35
feelings: satisfaction thoughts: focused behavior: generous, other oriented major focus: expanding knowledge stage objective: stability Motivated by: recognition or ego Overuses: arrogance challenge: avoid being complacent Opportunity: successfully make the change part of your life what will you see: teamwork, pride
stage 6 - integration
36
- gain new knowledge: reflect on your change and process (what did you do well, what is there to improve, what did you gain) - offer assistance to others (teach) - help with the end goal and with the process of change (mentor) - practice flexibility (growth, optimistic mindset) - prepare for the next change coming (strengths, growth mindset, optimistic thinking, help others build their strengths, creativity and focus and humor)
steps to success in stage 6
37
still want to do things your way give yourself credit for all good things point to your own accomplishments feel or come across as boastful, self serving, arrogant
If you are stuck in stage six you might
38
- take advantage of further growth opportunities - offer assistance to others - make change part of your growth - feel powerful, responsible, competent, confident, eager
if you are proceeding well through stage 6 you might
39
- acknowledge good change skills - ask what can we do better next time? - note what was well done - capture process or learnings in a teach back - post surveys to capture change through the change - facilitate storytelling throughout the org - anticipate and prepare for future changes
Experiencing INTEGRATION- how can HR help?