MOTIVATE THE CHANGE- RESISTANT EMPLOYEE HOW TO MANAGE, TRAIN, AND

Transcription

1 HOW TO MANAGE, TAIN, AND MOTIVATE THE CHANGE- ESISTANT EMPLOYEE DISCLAIME: The principles and suggestions in this handout and the How to Manage, Train, and Motivate the Change-esistant Employee webinar are presented to apply to diverse personal and company situations. These materials and the overall seminar are for general informational and educational purposes only. The materials and the seminar, in general, are presented with the understanding that CareerTrack is not engaged in rendering legal advice. You should always consult an attorney with any legal issues CareerTrack, a division of PAK University Enterprises, Inc. egistered U.S. Patent & Trademark Office and Canadian Trade-Marks office. Except for the inclusion of brief quotations in a review, no part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, without permission in writing from PAK University Enterprises, Inc.

2 ONE Preparation Self-Acceptance Own it Get over it No fractional support A D K A Why Employees esist Fear of Lack of Lack of Past Topic: The Impact of esistance Increased Stress / Negativity Loss of Productivity 2

3 TWO The Announcement Leaks Lay the Foundation Mission Vision Objective Address: WIIFM. Overall impact Delivery Location: Discussion: Forms of communication: 3

4 THEE After the Announcement Why Managers Accept esistance eluctance to confront Fear of Fear of Takes time and effort to address Unsure how to address Staff eactions Passive Aggressive Passive Aggressive Confidently espond To Attitudes Listen first A espond assertively 4 A

5 FOU Working Through It Double E of Turning esistance to Acceptance E Value your people Share vision Share goals and objectives Trust Provide information for decision making Delegate authority and impact opportunities Provide feedback Solve problems Listen and guide with questions Make employees feel rewarded and recognized E Interactive Workshops CPI of Creating Buy-in and Follow-through C P Sense of Contribute to I Involved in Measurement 5

6 FIVE Analyze Area Item ating Awareness Desire Knowledge Ability einforcement Awareness List the reasons you believe the change is necessary. eview these reasons and rate the degree to which the person you are trying to change is aware of the reasons or need to change (1 5; where 1 is no awareness and 5 is total awareness). Desire List the factors or consequences (good and bad) for this person that create a desire to change. Consider these motivating factors, including the person s conviction in these factors and the associated consequences. Knowledge List the skills and knowledge needed to support the change, including if the person has a clear picture of what the change looks like. Ability Considering the skills and knowledge identified in the previous question, evaluate the person s ability to perform these skills or act on this knowledge. 6 einforcement List the reinforcements that will help to retain the change. Are incentives in place to reinforce the change and make it stick?