Westie MeetingFriday, March 25 4-8 pm

Transition…is the psychological reorientation that people go through as they come to terms with events of a new situation.

PAST

FUTURE

* Based on the work of* Based on the work of

Elisabeth Kübler-RossElisabeth Kübler-Ross

Change Curve

Resistance

Denial

CommitmentShock

Fear

Understanding

Acceptance

MO

RA

LE

Exploration

Visible/Invisible ResistanceWhat is often interpreted as signs of resistance to change often are indirect expressions of common emotional reactions to transition periods.

Visible Level

Invisible Level

RESISTANCE

•Skepticism

•Non-acceptance

•Defensiveness

•Inaction

•Anxiety

•Fear

•Confusion

•Frustration

•Sadness

•Helplessness

•Anger

The Challenge

Managing the Reactions - Listening to people’s concerns, provide information and keep communications flowing.

Building the Team - Start building the sense of trust needed for people to feel a part of the team.

Building the Future - Building a collective direction/vision that is clear and fits the situation.

Building Excellence - Creating a culture that is devoted to excellence in everything.

Maintaining Authenticity - Continuous, reinforcing evidence of sincerity, trust and commitment.

Personal Leadership History

Write about some key moments or events in your development as a leader.

What experiences stand out for you? High points? Low points?

Were there times when your leadership in a situation made you feel like an insider? An outsider?

What/ who has supported your development as a leader? What/ who has hindered it?

Structured Pair Share

Share some highlights of your leadership history with a partner. Make sure that each of you has had an opportunity to tell your story uninterrupted before you respond to what you’ve heard.Shhh! LISTEN.

Once both people have had a chance to share, discuss what you learned about each other: What were some commonalities? What were some surprises?

Dinner!Sit with a couple of people who know you so you can work on your SIAC Worksheets (we will explain!)

Project Team FormationSynthesizer, Interactor, Analyzer,

Completer

Conversation Meter

100

50

25

75

0

4 Intersection (High Authenticity)

3 Essential Purpose (Mid range Authenticity)

2 Compassion (Low Authenticity)

1 Content (Accuracy)

0 Bio-reaction (pretense and Sincerity)

Ladder of Listening

Conversation Meter Practice

Person A: Institutional change can really only occur if a few innovative people work together to do it, bypassing the larger culture.

Person B: Institutional change can really only occur if it is driven by a broad coalition of people working across the institution.

Moving Forward

How do we take action?