Managing In Times

of Change &
Uncertainty
Tools to Propel People Forward
Christine Grimm - ARIA Consulting International
 In This Session You’ll Learn
1 Recognize the 3 phases people go through when coping with change

2 Tips for defusing defensive, fearful behavior

ach3 team members they are “stuck” & struggling to move forward

Conclusion
4
Manage yourself through the times of chaos and transition

Copyright 2009 ARIA Consulting Intl.

“If you’re in a bad situation,
don’t worry it’ll change.
If you’re in a good situation,
don’t worry it’ll change.”
John A. Simone Sr.

Copyright 2009 ARIA Consulting Intl.

 It Isn’t The
Changes That Do You In

Change Transition
• The gradual, psychological
• An event that is situational reorientation process that
and external to us happens inside of us

• 3 Phase Process (Named by

William Bridges, PhD)

Copyright 2009 ARIA Consulting Intl.

 Change Can Be Perceived
As Positive or Negative
Examples:
 Having a Child
 Getting a New Computer
 Losing a Job
 Divorce
 Death of a Parent
 Restructuring

Copyright 2009 ARIA Consulting Intl.

 Text

Phase 1
Transitions
The Personal Path Through
Change
Phase 2

Phase 3

From Dr. William Bridges, Ph.D. Copyright 2009 ARIA Consulting Intl.
 Text Transitions
Phase 1
Phase 1- Endings: Every transition begins with
an ending, a loss. When things change, people
leave behind the way things were — and the way
they were in the previous situation. They may be
left searching for a new way to define
themselves.

From Dr. William Bridges, Ph.D. Copyright 2009 ARIA Consulting Intl.
 Text Transitions
Phase 1 Phase 2 - The Neutral Zone: The neutral zone is
a confusing in-between state, when people are
no longer who and where they were, but are not
yet who and where they're going to be. Although
the neutral zone can be distressing, it also
Phase 2 provides many opportunities for creative
transformation.

From Dr. William Bridges, Ph.D. Copyright 2009 ARIA Consulting Intl.
 Text Transitions
Phase 1 Phase 3 - New Beginnings: A new beginning can
only happen after people have let go of the past
and spent some time in the neutral zone. In this
phase, people accept the reality of the change and
start to identify with their new situation.
Phase 2

Phase 3

From Dr. William Bridges, Ph.D. Copyright 2009 ARIA Consulting Intl.
The Three Phases of Transition
The New
Beginning
The
Neutral
Zone

Endings,
Losing,
Letting Go
Time Copyright 2009 ARIA Consulting Intl.

From Dr. William Bridges, Ph.D.

Identify a current, real life situation
and pinpoint what phase(s) of
Transition your employees
are experiencing?
What are you seeing and hearing?

Share this with the person

to your right.
Copyright 2009 ARIA Consulting Intl.
 Recognize and Defuse
Defensive, Fearful Behavior
 Resistance in
Real Life

Looks Like Sounds Like

• Missed Deadlines • Angry Words
• Absenteeism • Questioning
• Decisions Turned Over • Defensiveness
• Afraid to try new ideas • Lack of Trust

Copyright 2009 ARIA Consulting Intl.

 Why Do We Struggle
With Change?
 We Have a Primal Need for:
 Security
 Order
 Control
 We Find Comfort in What We Know
 Many are Afraid to Lose What They
Have
 People Are Connected to Their Jobs
 We Don’t Want To Give Up What
They Have Achieved Copyright 2009 ARIA Consulting Intl.
 Tips for Defusing
Fearful Behavior
 Listen
 Demonstrate Understanding and Empathy
 Don’t Take it Personally
Key Skill
 Remember: Struggle = Engagement
 Encourage Learning
 Allow People to Experience Transitions
Copyright 2009 ARIA Consulting Intl.
 Explore The Core
Perceptions
 What FEAR might be triggering
the reaction?
 What do people perceive they
are losing? What gaining?
 What do team members think
will happen? (MSU!)
What is important to individuals
on your team?
Copyright 2009 ARIA Consulting Intl.
Tools for Coaching Employees
Who are “Stuck” & Struggling
 Control

Managing
Through Transitions
People Purpose
Understanding
Title
Need

Support Copyright 2009 ARIA Consulting Intl.

 DiSC® Model
Active
Dominance Influence

Questioning Accepting

Conscientiousnes Steadiness
s Thoughtful
Copyright 2009 ARIA Consulting Intl.

PPT 4-7
 Managing Transitions
Dominance Behavior Style
Control
• Create short-range goals to give a sense of accomplishment and
moving forward
• Understanding
Set clear new rules, goals and expectations. Help anyone with a
D have a full understanding of how the new goals apply to
him/her.
• Support
• Clarify accountabilities for each situation. Confirm areas of
discretion, boundaries and authority levels. (I.e. where can they
make a decision vs.. giving information and waiting for other’s
input?)
Purpose
• Build “getting through transition” into the agenda. Make specific
actions a part of each day.
Copyright 2009 ARIA Consulting Intl.
 Managing Transitions
Influencing Behavior Style
Control
– Identify advantages or opportunities and explore them.
– Get to know new colleagues, clients, team members---anticipate
how to work together.
Understanding
– Discuss new expectations with others.
– Work in teams or groups to determine how to get everyone
more comfortable with the change.
Support
– Gather people together for constructive discussion and
brainstorming.
– Encourage creativity and participation.
Purpose
– Develop a personal mission statement to align with the “new”.
Focus on what can be done even if circumstances continue to
change. Copyright 2009 ARIA Consulting Intl.
 Managing Transitions
Steadiness Behavior Style
Control
– Find out why changes are necessary and how change will
create a better future..
• Understanding
– Find out what is going to change, when and how it will impact
the person’s job, role or life.
• Support
– Create a support group or team to help each other manage
through transitions.
– Adopt temporary communication links.
• Purpose
– Develop a picture of how the situation will look in the future.
Explore opportunities in this new “promised land”.

Copyright 2009 ARIA Consulting Intl.

 Managing Transitions
Conscientiousness Behavior Style
Control
– Find out exactly what is expected in the new situation.
– Explore how the situation will change or stay the same.
• Understanding
– Determine what new skills, behaviors and knowledge will be needed
for success.
– Develop a plan to acquire new skills and knowledge.
• Support
– Identify short-term objectives.
– Develop short term or temporary ways of getting things done.
• Purpose
– Decide which issues can be controlled and which can not; plan to
address the issues that can be dealt with at this time.
Copyright 2009 ARIA Consulting Intl.
 Manage Yourself:
You Can’t Help Others When You
Are Dangling From the Edge
It is not the strongest of
the species that survive,
nor the most intelligent,
but the one most
responsive to change.
~ Charles Darwin

Copyright 2009 ARIA Consulting Intl.

 Practice Self-Awareness
• How do I feel?
• What am I saying and
doing?
• How am I reacting? Am I
MSU?
• How am I impacting
those around me?
• Am I getting the results
that I want?
Copyright 2009 ARIA Consulting Intl.
 Stabilize
• Take care of yourself-mentally,
physically and emotionally
• Talk to someone “safe”
• Reduce stress by adding
exercise, leisure activities and
other “outlets” to your routine
• Find a spiritual connection
(pray, meditate, etc.) to give
you perspective and hope

Copyright 2009 ARIA Consulting Intl.

 Seek Information & Clarity
• What is the change vision?
• What is your role?
• What is expected of you in the
near and long term?
• What do you have control over?
• What can you plan for?
• What support is available for you
and your team members?
• What are possible scenarios that
can happen during this change? Copyright 2009 ARIA Consulting Intl.
 Christine Grimm
Aria Consulting International

christineg@ariacx.com
ARIACX.com

Tele +1 805-376-9013 Fax +1 805-480-0932

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Copyright 2009 ARIA Consulting Intl.

Thank You