NCOA Unit Manager – 7 Change Management

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What is Adaptability?
Adaptability is the ability to adjust to changed, unexpected, or ambiguous situations by actively seeking information and by demonstrating openness and support of different and innovative change ideas.
What are the 3 elements of Adaptability?
Cognitive flexibility, Emotional flexibility, and Dispositional flexibility.
Describe Cognitive flexibility.
The ability to use different thinking strategies and mental frameworks.
Describe Emotional flexibility.
The ability to vary your approach to dealing with your own emotions and those of others.
Describe Dispositional flexibility.
The ability to remain optimistic and at the same time realistic.
How many Elements of Adaptability must you have to have an effective level of adaptability?
You must have at least 2 of the 3 elements of adaptability.
NCOs with cognitive flexibility do what three things habitually?
1) They scan the environment 2) They develop an understanding, and 3) They create strategies.
What does “scanning the environment” refer to?
Scanning the environment refers to the ability to identify changes as they occur and to see the changes coming.
What does “developing an understanding” refer to?
“Making sense” out of a situation. This process may include opposing thinking, or contemplating a totally new direction that turns obstacles into opportunities and ideas into innovative practices.
What does it mean to “create strategies”?
Creating strategies involves developing several possible plans for responding to change. NCOs who possess adaptability develop several strategies because they recognize the impracticality of predicting exactly how any given situation will play out.
Name 4 habits of NCO’s with Emotional Flexibility.
Understand and manage emotions, connect and address the emotions of others, emotional engagement, and balance emotions and actions.
Describe the difference between NCO’s who have and do not have emotional flexibility.
Leaders who do not possess emotional flexibility are dismissive of others’ concerns and emotions, and shut down such discussions. Leaders who possess emotional flexibility deal effectively with emotions and concerns in order to move the change agenda forward.
Should a supervisor allow the expression of negative emotions?
Yes, but should discourage wallowing in those emotions. A more effective message is one that recognizes the emotion while at the same time offers optimism grounded in realism and openness.
Dispositional flexibility can be seen in what?
Optimism, support, and self identification of tendencies.
A leader who displays dispositional flexibility operates from where?
A place of optimism grounded in realism and openness. They acknowledge bad situations while imaging a better future, at the same time.
Name 6 steps to Cognitive Development.
Be curious, Accept the difference, Observe, Have a plan, Be resilient, and Keep learning.
Name 3 negative reactions to change.
Grieving, complaining, and resistance.
Name 10 steps to Emotional Development.
Support systems, feedback, decisiveness, Avoid bulldozing change, motivation, triage, listen, collaborate, change your approach, and face reality.
What does it mean to “avoid bulldozing change”?
Effectively manage others’ resistance to change by explaining, answering questions, and patiently listening to concerns.
Name 9 steps to Dispositional Development.
Be genuine, accept change as positive, adapt your plans, cast a wide net, rehearse, immerse yourself in the new environment, be a mentor or coach, pay attention to life beyond work, and seek feedback.
What is the definition of Change Management?
Change Management is a proactively coordinated and structured period of transition from situation A to situation B using a systematic approach that addresses planning for the change; implementing, monitoring, and controlling the change effort; and effecting the change by minimizing resistance through the involvement of key players and stakeholders…resulting in lasting change within an organization
What are the 3 Roles of Change Management?
Change Sponsor, Change Agent, and Change Target.
Who are Change Sponsors?
Change Sponsors are the people responsible for initiating change within an organization.
Who are Change Agents?
Change Agents are responsible for implementation of change in an organization
Who are Change Targets?
Change Targets are those individuals or groups who actually undergo the change.
What are the 4 stages of Janssen’s Model of Change?
Comfort, denial, confusion, and renewal.
Briefly describe the 4 stages of Janssen’s Model of Change.
Comfort (Stage 1) where things are routine.
Denial (Stage 2). When you’re forced to confront external change, you go through a state of resistance where you’d just as soon not deal with the new, but stay with the old.
Confusion (Stage 3). Where one accepts the change and begins to grapple for ways to proceed from the known to the unknown.
Renewal (Stage 4), where you accept the change. You may not like the change, but you’ve accepted it.
What are Mayo’s 4 Levels of Change that are present in people?
Knowledge changes, attitudinal changes, individual behavioral changes, and group or organizational behavioral changes.
Compare self-imposed change to forced change.
Change that is not of your own choosing is more difficult to deal with. Your reaction to imposed change is typically resistance. You choose to see only the disadvantages while ignoring the advantages.
What are the 2 change cycles called?
Directive Change Cycle and the Participative Change Cycle.
Define and give 6 examples of Directive Change.
Directive Change is change that’s implemented by an authority figure (i.e., commander, superintendent, or supervisor). Examples include Uniform changes, dress and appearance standards, career field reorganizations, tri-care for healthcare, APRs to EPRs, and the Use of seat belts.
What is Participative Change?
Participative Change is change that’s implemented when new knowledge is made available to the group. It comes from the bottom up and actively seeks input from the change target.
Give 6 examples of Participative Change.
New uniform styles, re-accomplishing operating instructions, adjusting shop/office policies, improving communication lines, any process improvement effort, and reorganization.
What are the 3 Phases in the Change Process?
Unfreezing, changing, and refreezing.
What is the purpose of the Unfreezing Phase, and what are the 2 parts of it?
The unfreezing phase is intended to motivate your subordinates and help get them ready for change. It is made up of creating a felt need for the change, and dealing with resistance to the change.
What happens during the Changing Phase, and what are the 3 NCO responsibilities during this phase?
The changing phase is the movement from the old way of doing things to the new way of doing business. NCO’s monitor the change as it occurs, pay close attention to those most affected by it, and adjust as necessary to keep the change moving forward.
What happens during the Refreezing Phase, and is it permanent?
The refreezing phase is the locking in of the new procedures until they’re a permanent part of daily operations. It is not permanent because change happens frequently in the military, so a state of “slushiness” is sometimes in place in order to make future unfreezing easier.
Name 5 Refreezing techniques.
Evidence stream that the change has happened, Institutionalization by making the change part of the organization’s norm, New challenges by giving Airmen challenges related to the change, Rationalization by helping people understand why the change happened, and Socializing by making the change part of the culture of the unit.
What is the Diffusion of Innovation?
The 5 levels or reactions to change.
In order of their acceptance to change, what are the 5 Individual Levels or Reaction to Change?
Innovators, Early adopters, Early majority, Late majority, and Laggards.
What are 2 important things to remember about the Early Majority?
They tend to represent mainstream thinking as one of the largest groups, and they tend to get involved only AFTER something has become big or successful.
Categories: Change Management