  Change Reaction
Understanding Your Response to Organizational Change
Organizational change is happening all the time. And when change happens, people respond in particular ways – whether or not they are aware of it.
|
Objective: To determine one''s response to organizational change.
Audience: Individuals at all levels
Format: Instrument
Time Required: 1 hour | Understanding one’s own reactions to change is the first step in dealing with it. An excellent starting point, Change Reaction is an effective learning tool for understanding personal reaction to change. The 24-item instrument helps individuals learn about their typical reaction to change – and identify ways to manage it effectively.
Learning Outcomes
- Determine one’s typical response to change: Resistant, Neutral, or Supportive
- Explore the behaviors that characterize the three responses to change
- Identify action steps one can take to embrace and foster change
Theory
Research indicates that organizations are in a continuous state of change and that some type of resistance is inevitable. No matter what type of reaction a person has, there is always motion in response to change:
 Some people have a natural tendency to move toward or support change
- Others are noncommittal and typically move away from change
- Still others typically move against change by resisting it and creating resistance to change in others
- The Change Reaction Model shows the three categories of responses to organizational change.
How It Works
Using a pressure-sensitive form, individuals respond to 24 statements (Click Here to see Sample Statements) that describe different approaches to handling organizational change. After scoring is complete, participants chart their results by applying their data to the Change Reaction Profile. Sample profiles and interpretations of all possible reactions and combinations of reactions provide insight.
The Facilitator Guide includes optional activities that allow participants to compare their reactions with each other, share on-the-job change-related situations, and contribute ideas for handling change. In addition, each Participant Guide provides the Interpreting Your Profile section, which includes action planning.
Uses for Change Reaction
Change Reaction works well as a stand-alone instrument as well as an effective component in any change management program.
As a management training instrument, Change Reaction may be used to present the important aspects of change theory. In addition, it can be used to raise individual consciousness about people''s responses to change, to plan more effective behavior, and to improve organizational support systems.
As an organization development diagnostic tool, Change Reaction has multiple uses, including:
- Surveying norms regarding change
- Generating "force field" analyses of the forces impacting the change process
- Forming the basis for an educational intervention that will provide employees with information about themselves, change, and effects on the system as a whole.
What to Order
Order one Facilitator Kit per trainer and one Participant Guide per participant.
Facilitator Kit includes:
- Administrative guidelines
- Background information
- Change Reaction Model
- Experiential Learning Methodology
- Workshop design with preparation checklist and step-by-step instructions
- Alternative training designs
- Blank training outline
- Optional activities
 Sample copy of Participant Guide
- CD-ROM containing Microsoft® PowerPoint® presentation and reproducible masters, including a Certificate of Achievement, Training Evaluation and overhead transparency masters
- Convenient binder format
Participant Guide includes:
- 24-item assessment
- Instructions
- Pressure-sensitive Response Form
- Description of the three Change Reaction categories
- Chart for recording results
- Interpretive information
- Action-planning section
|
