The Ultimate IPMA-SCP Questions and Answers

Barriers and Resistance to Change - loss of security or status - inconvenience - distrust or uncertainty - cognitive dissonance Steps to reduce resistance to change 1. Be prepared 2. Clarify Purpose 3. Explore concerns 4. Legitimize concerns 5. Reflect others' statements 6. Respond actively 7. Get closure 8. Establish follow-up Six dangers of the neutral zone [during a change process] 1. Anxiety rises and motivation falls 2. People miss more workdays than usual 3. Old weaknesses re-emerge 4. Personnel are overloaded, mixed signals, systems are in flux 5. People become polarized 6. Vulnerability rises Three steps of establishing a new beginning [after a change process] 1. Provide a purpose 2. Create a picture 3. Create a plan The seven dynamics of change 1. People are at different levels of readiness for change 2. People will be concerned that they don't have enough resources 3. If you take the pressure off, people will revert to old behaviors 4. People feel awkward and self-conscious 5. People will focus on what they may have to give up 6. People will feel alone even if everyone is going through the change 7. People can only handle so much change at one time Employee engagement Your workforce is: 1. Capable of performing their job duties 2. Enthusiastic about the working environment 3. Motivated to perform their duties