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Personal Mindset To Change

This document discusses an individual's mindset about change and how it impacts leading change. It introduces a managing change model that covers the individual response to change, general nature of change, planning change, managing the people side, managing the organizational side, evaluating the change effort, and mindsets on different types of change. The session aims to test mindsets about change and share experiences where one's own mindset gets in the way of successfully navigating and facilitating change.

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DISCOVERING YOUR PERSONAL MINDSET ABOUT CHANGE – HOW YOU THINK ABOUT CHANGE IMPACTS THE WAY YOU LEAD CHANGE Dr Byron Hanson Associate Professor Curtin Graduate School of Business
Outcomes for this session • Testing our mindset about change the process of change • Share experiences where our own mindset gets in the way of successfully navigating and facilitating change 2
Individual Response to Change The nature of change for individuals and the concept of resistance Individual Response to Change The Managing Change Model
General Nature of Change General ideas and views of change Individual Response to General Nature of Change Change The Managing Change Model
Planning Change  Planning required prior to implementation  Understanding rumours and informal communication will Planning Change multiply during Individual Response to General Nature of change. Change Change The Managing Change Model
Managing the People Side  The people side is the most important & most controversial  In this area logic, planning & organisation don’t always Managing the turn out as intended People Side because people have Planning Change feelings, fears, & hopes  Politics, covert resistance & Individual Response to General Nature of Change Change bending the system can lead anywhere if the change process is not managed well The Managing Change Model
Managing the Organisational Side of Change  Management of those organisational factors often lead to the success or Managing the failure of change. Managing the People Side Organisational Side of Change  This often involves a total Planning Change organisational perspective and Individual Response to Change General Nature of Change the support of senior The Managing Change Model management
Evaluating the Change Effort  How can/will you know if the change effort has made any progress? Evaluating the  Are the changes Change Effort observed, measured? Managing the Managing the Organisational  What are your People Side Side of Change measures, indicators or Planning Change targets?  What are the costs & Individual Response to General Nature of benefits associated with Change Change this change? The Managing Change Model
Mindset on the Types of Change (not all changes are the same) Mindset: Transformational innovation & “out of the box” thinking Mindset: Incremental and continuous Improvement the ‘Life Cycle” Curve (adapted from Charles Handy)