|
Overview
& Instructor Notes
This is
a warm up activity to start a workshop day. Its' purpose is to have
participants reflect on their own feelings about change.
This is
not a critical activity and can be omitted depending on time restraints
and the needs of the participants.
This activity
takes 10 to 20 minutes to complete.
|
|
Activity
Instructions
Review the following statements and select the 3 that you like best.
- While
learning a new skill do you enjoy the learning process or are you
continually frustrated by the fact that you still can't do it properly,
what ever 'it' is?
- From
a manager's perspective - when your staff are learning how to use
a new product are you pleased with their progress or frustrated that
they're not experts yet?
- "never
mistake motion for action" Ernest Hemingway
- "The
problems that we have created cannot be solved at the level of thinking
the created them" Albert Einstein
- One
of the biggest mistakes you can make is paying lip service to a change
project.
- You
must demonstrate a thorough understanding of the goal.
- Respect
people - acknowledge and understand the past effort that went into
creating the current status quo.
- People
who resist change are your partners in the process.
- Motivate
staff - praise for progress and coming up with new ideas.
- Have
a sense of humour and fun.
- Empower
staff - to make decisions - to prioritize - to present other options
- this creates a sense of ownership.
- Trust
your staff - delegate - seek out their opinions and ideas - give credit.
- Teach
- demonstrate an understanding of the big picture - share that information.
- "We
can accomplish little by having teachers do something different, for
they cannot do anything different without being something different,
and it is the being something different that matters." W. Waller.
- "It
is not the strongest of the species that survive, nor the most intelligent,
but the one most responsive to change" Charles Darwin
- Over
half of all major change initiatives prove to be disappointments or
outright failures.
- We
often spend money and time on resources or technologies and assume
that the people side will take care of itself - the people get left
behind.
- Fear
of the unknown is always greater than fear of the known. How do we
manage these fears?
- Keep
people aware that the cost of not changing will be much higher than
the cost of changing.
- The
change must pull the people towards it - create a compelling picture
that pulls the organization.
- The
first law of Wing Walking - Never let go of what you're holding onto
until you're sure you have a firm grip on something else.
- Change
is more about letting go of the past than grabbing hold of the future.
- It's
okay, normal, and natural to ask "What's in it for me?"
- "Every
new adjustment is a crisis in self-esteem." Eric Hoffer
- ...Change
replaces old rules with new, old skills with the need for new ones
and competence with incompetence.
- "Sometimes
the change that's staring us in the face is silent: it's the change
that isn't happening. The status quo can truly be hazardous to our
health." Bruce A. Stewart.
- "Only
a mediocre person is always at their best." Somerset Maugham
- "The
great thing in this world is not so much where we are, but in what
direction we are moving." Oliver W. Holmes.
- "I
like the way you state the obvious with a real sense of discovery."
Gore Vidal.
- Change
hurts. Change is here to stay.
- Yesterday
looks better. Tomorrow is unknown.
- The
Status Quo is safe. The Status Quo is boring. The Status Quo is an
illusion. The Status Quo is temporary. The Status Quo is not an option….
- Are
we 'Change inflictors' or 'Change agents'?
- Incompetence
is normal.
- The
future is always uncertain and has less 'weight' than today.
|
