Change—even change for the better—is stressful, and as the adage goes, the only constant in the world is change. Change, as stress, has the potential to bring out the worst in us, to expose our fears and inadequacies, and to erode a team dynamic. There is good news, though: change doesn’t have to be the enemy. In fact, when we know the dynamics associated with any change process, we can position ourselves for peak performance, both as individuals and as groups.
Bottom Line: Don’t let change derail your progress toward organizational goals. Instead, identify the sources of stress to create the coping strategies that will allow your organization to embrace change as a powerful source of fuel.
Key Questions: How has my organization responded to change over the course of the past six months? The past year? The past five years? Are we stronger and more focused as we work through change? What processes do we have in place to maximize the value of change and minimize the potential liabilities of change?
- Describe factors that drive change in the workplace
- Understand three methods to implement change and the likely results associated with each
- Identify common resistances to change and the methods to overcome that resistance
- Understand how to utilize and implement coaching and counseling skills in the change process
- Classroom teachers
- Special education assessment staff
- Behavior specialists