This document provides strategies for leading teams through change. It outlines the transition curve that individuals experience when facing change, moving from denial and shock to integration of the new situation. It also describes strategies for managing yourself through change, such as focusing on areas you can control or influence. The document recommends effective communication, having difficult discussions, managing reactions, and using a coaching approach to lead teams through change. It presents the GROW model as a framework for coaching, with steps of goal setting, exploring reality, brainstorming options, and planning follow-up actions.

1. Leading Through Change
AIESEC UNITE
January 12, 2012
Elise Lindbæk

2. Leading Through Change Road Map
Business
Context
Strategies for
Leading your Change
Team Through Awareness
Change
Strategies for
Managing Yourself
Through Change

3. The Transition Curve
LOOKING BACK LOOKING FORWARD
‘THE ENDING’ ‘THE NEUTRAL ZONE’ ‘THE BEGINNING’
Integration
New Goals
Avoidance
Confusion Purpose and
Energy
COMPETENCE Self-Doubt
Shock Apathy
Acceptance
Denial
Anger Hopelessness Reflection and
Fear
Taking Stock
Acknowledgement and
Resolve
TIME
Based on the work of Kubler-Ross

4. Reactions to Change
FOCUS ON ENVIRONMENT
AVOIDANCE INTEGRATION
PAST FUTURE
RESISTANCE EXPLORATION
FOCUS ON SELF
Adapted from Heartwork, Inc. and Flora/Elkind Associates in
Managing Change at Work by Scott & Jaffe, 1995

5. Strategies for Managing yourself through Change Influence
Identifying Areas of Control and
I can’t I can I can
Control Influence Control
Learning from past change
experiences
Focusing on areas of control and
influence

6. Strategies for Leading Your
Team through Change
• Communicating effectively
• Having difficult discussions
• Managing challenging reactions
• Using a coaching approach
• Managing motivation and performance

7. GROW Model for Coaching
 Agree focus of the coaching
Goal  Agree specific objectives and desired outcomes
 Encourage self-assessment and exploration
Provide feedback
Reality

 Check understanding and avoid making assumptions
 Remain objective
 Brainstorm options
Share ideas regarding potential ways forward
Options

 Help evaluate pros and cons of options
 Facilitate decision making
 Commit to action
Formalize goals, initial steps and define time-lines
Wrap-up

 Identify helping and hindering forces
 Agree support
Whitmore, John Coaching for Performance. Nicholas Brealey Publishing Ltd , 1996
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