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A N D B U R N O U T P R E V E N T I O N
HELPING OTHERS THROUGH CHANGE
By Shaikha Alhogail& Manal Alsolami
INTRODUCTION
In life, we have to constantly adjust family changes, job changes, and changes everywhere. In general, people dislike change. It makes a blank of uncertainty between what is and what might be.
By Shaikha Alhogail& Manal Alsolami
TYPES OF CHANGE IN THE WORKPLACE
The four major types of change in the workplace are: 1. Structure 2. Tasks 3. Technology 4. People
By Shaikha Alhogail& Manal Alsolami
TYPES OF CHANGE IN THE WORKPLACE
1. Structure: changes in structure is often severely resisted. Merger, acquisition, and right-sizing activities involves tremendous changes.
2. Tasks: changing the products and processes require changing the task. Usually based customer service, productivity improvement, and quality needs.
By Shaikha Alhogail& Manal Alsolami
TYPES OF CHANGE IN THE WORKPLACE
3. Technology: innovations in this area have dramatically increased the rate of change. 4. People:change in any of the 3 above variables can result in changing relationships- change in managers, employees, co-workers, and customers,, and change in knowledge, attitude and skills.
By Shaikha Alhogail& Manal Alsolami
WHEN IS CHANGE ACCEPTABLE
CHANGE is more acceptable: • When the reasons for it are understood. • When it does not threaten needs. • When it follows previous successful changes. • When planned rather than reactive. • To people who will share the benefits of the
change.
By Shaikha Alhogail& Manal Alsolami
WHAT TO COMMUNICATE?
• 1. Why is the change necessary?
• 2. What are we changing to?
• 3. How and when do we intend to get there
• 4. What is the personal impact? • (what's in it for me?)
By Shaikha Alhogail& Manal Alsolami
1.WHY IS CHANGE NECESSARY?
• To survive in today's changing market
• To keep up with changing customer needs, such as build to order, immediate delivery
• To achieve our goal of leading the sector of low to mid-volume Increase efficiency and customer satisfaction and therefore profit
By Shaikha Alhogail& Manal Alsolami
2.WHAT ARE WE CHANGING TO?
• Globally unified • More efficient • More profitable • More customer focused
By Shaikha Alhogail& Manal Alsolami
3.HOW DO WE INTEND TO GET THERE?
• Through Implementation of key strategies such as:
• Lean Manufacturing • Inter Company Benchmarking
By Shaikha Alhogail& Manal Alsolami
4.WHAT IS THE PERSONAL IMPACT?
• More successful company which can invest in its resources.
• Increased stock value and profit sharing
• Employer of choice, talented & challenging co-workers.
• More enjoyable work environment.
By Shaikha Alhogail& Manal Alsolami
STAGES OF INDIVIDUAL CHANGE RESPONSE
There are four typical stages of change • Denial • resistance • Exploration • Commitment
By Shaikha Alhogail& Manal Alsolami
STAGES OF INDIVIDUAL CHANGE RESPONSE
By Shaikha Alhogail& Manal Alsolami
STAGES OF INDIVIDUAL CHANGE RESPONSE
• all the four stages are normal and expected
• Be sure to plan for and manage all stages, especially Resistance.
Question: What resistance to change have you encountered in the past ?
By Shaikha Alhogail& Manal Alsolami
STAGES OF INDIVIDUAL CHANGE RESPONSE
• By Definition, Individuals will move through the process at different speeds
• Your role is to effectively maximize the speed through the change process, reducing the time spent in Denial and Resistance
By Shaikha Alhogail& Manal Alsolami
HELPING DURING THE DENIAL STAGE
• Provide frequent consistent messages
• Confront without threatening
• Demonstrate visible signs of change
• Clarify what is and what is not changing
• Address rumors and misinformation
By Shaikha Alhogail& Manal Alsolami
HELPING DURING THE RESISTANCE STAGE
• Probe for underlying feelings/ concerns
• Acknowledge and legitimize feelings
• Clarify case for change( vision, plan)
• Listen
• Relate expectations and consequences for non compliance
By Shaikha Alhogail& Manal Alsolami
HELPING DURING THE EXPLORATION STAGE
• Acknowledge efforts and the struggle
• Celebrate success
• Provide opportunities for visible advocacy
• Provide opportunities for participation and contribution
By Shaikha Alhogail& Manal Alsolami
HELPING DURING THE COMMITMENT STAGE
• Provide guidance, support and recognition
• Provide frequent feedback on progress
• Enroll those here as advocates to assist others
• Be careful not to overload or burn out
By Shaikha Alhogail& Manal Alsolami
WHAT TO EXPECT FROM CHANGE
• No matter how positive , promising or proactive the change is, expect a sense of loss
• No matter how competent and committed stakeholders are , expect a sense of confusion
• No matter how loyal employees are, expect some initial skepticism and an increase in “me” focus
By Shaikha Alhogail& Manal Alsolami
DEFINITION OF STAKEHOLDERS
• Stakeholders: One who will be affected by the change and / or whose active support, commitment and behavioral change are required for successful implementation and sustained change
By Shaikha Alhogail& Manal Alsolami
WHAT IS CHANGE COMMUNICATION
• Introduces, educates and informs target audiences, both internally and externally, about change efforts.
• Creates awareness, understanding and dialogue among stakeholders
• Establishes the message, channels and on-going feedback processes between management, employees, customers and suppliers
By Shaikha Alhogail& Manal Alsolami
GOALS OF CHANGE COMMUNICATION
• Move people toward commitment • Help people make informed choices • Build trust through honesty and openness • Demonstrate empathy • Seek to understand
By Shaikha Alhogail& Manal Alsolami
Let’s CHANGE
COMMUNICATION
• Ensures that both parties have the same understanding of a situation
• Reduces misunderstandings
• Provides a vehicle to build trust and demonstrate empathy
By Shaikha Alhogail& Manal Alsolami
5 ERRORS COMMON TO ORGANIZATIONAL CHANGE
Five errors common to organizational change:
1. Failing to create a sufficiently powerful guiding coalition (alliance)
2. Underestimating the power of vision 3. Under communicating the vision 4. Permitting obstacles to block the vision 5. Declaring victory too soon
By Shaikha Alhogail& Manal Alsolami
EMPOWERING PEOPLE TO EFFECT CHANGE
Empowering people to effect change: • Communicate a clear compelling vision to
employees • Make structures compatible with the vision • Provide the training needs to employees • Confront supervisors who undercut needed
change • table 17-1
By Shaikha Alhogail& Manal Alsolami
WHAT SHOULD A PERSON DO TO DEAL WITH CHANGE EFFECTIVELY
• Believe change is the right thing to do • Have influence on the nature and process of
change • Respect the person who wants the change • Expect that the change will result in personal gain • Believe that this is the right time for change
Otherwise, a person will suffer from a burnout.
By Shaikha Alhogail& Manal Alsolami
AVOIDING BURNOUT
• Burnout: is what happens when a person experiences a Physical, Psychological and Spiritual fatigue, and become unable to cope, usually because of overwork or stress.
By Shaikha Alhogail& Manal Alsolami
• Physical fatigue • lack of energy and low vitality
• Psychological fatigue • depression and loss of sharpness in thinking and feeling
• Spiritual fatigue • lack of interest and meaning in life, resulting in unhappiness and
pessimism
By Shaikha Alhogail& Manal Alsolami
AVOIDING BURNOUT
Reasons: 1. when you experience long-term stress in your
job. 2. when you have worked in a physically or
emotionally draining role for a long time. 3. when your efforts at work have failed to
produce the results that you expected.
By Shaikha Alhogail& Manal Alsolami
BURNOUT VICTIMS
• Superpeople • want to do everything themselves; have never let anyone down
• Workaholics • driven to meet unreasonable demands
• Burned-out Samaritans • always give to others; receiving little in return
• Mismatched people • do their jobs well, but do not like them
• Overstressed students • holding down full-time jobs and full course loads
By Shaikha Alhogail& Manal Alsolami
FORMULA FOR THE BURNOUT PROCESS
By Shaikha Alhogail& Manal Alsolami
THE LEADER’S ROLE IN BURNOUT PREVENTION
What do think is the The leader’s role in burnout prevention??
By Shaikha Alhogail& Manal Alsolami
THE LEADER’S ROLE IN BURNOUT PREVENTION
1. Clarify the mission, goals, and values of the organization, and live these personally
2. Clearly communicate role expectations 3. Maintain a healthy work environment-meet
physical, safety, and emotional health needs
4. Manage work processes so that individuals and groups are neither overloaded nor underloaded
By Shaikha Alhogail& Manal Alsolami
THE LEADER’S ROLE IN BURNOUT PREVENTION
5. Maintain an effective balance between continuity and change
6. Foster a spirit of belonging and teamwork throughout the organization
7. Allow people flexibility to work at the pace and manner that will endure personal satisfaction while maintaining productivity
By Shaikha Alhogail& Manal Alsolami
8. Provide people an opportunity for ongoing involvement in decisions affecting them
9. Have career development policies and activities that help people achieve their full potential
10. Provide assistance in times of stress
By Shaikha Alhogail& Manal Alsolami
JOB STRESS
• In 1996, almost 75 percent of workers reported experiencing great stress on a daily basis
• Of the stress Americans experience, 82 percent say that work is their biggest source of stress
• Thirty-five percent of American workers report their jobs negatively affect their physical or emotional well-being
By Shaikha Alhogail& Manal Alsolami
JOB STRESS
• About half of all absenteeism is related to workplace stress, costing organizations billions of dollars per year
• Evidence shows that stressors at work have a causal effect on health and well-being
By Shaikha Alhogail& Manal Alsolami
• Well-designed jobs • Evaluation systems to detect psychological disorders • Education of workers and managers on the signs,
causes, effects, and control of work-related psychological disorders
• Improved mental health service delivery for workers
By Shaikha Alhogail& Manal Alsolami
PROTECTING WELL-BEING OF WORKERS
WOMEN, WORK, AND STRESS
• Maintaining a home and raising children may result in overload or underload, depending on the person and the situation
• Holding down a job and raising a family at the same time can increase stress levels
• The pressure, conflict, and frustration
can be enormous
By Shaikha Alhogail& Manal Alsolami
WE ARE DONE, GOOD LUCK
By Shaikha Alhogail& Manal Alsolami