CHANGE

1. Announce the start of the change w/ fanfare • Provide training & skill building • Give more feedback & information than usual • Confront failures as they occur IMPLEMENT CHANGE • Expect : Denial, Resistance, Exploration • Allow some withdrawal • Confront & discuss struggles • Build commitment through dialog vs. demand ASSESS RESULTS REFREEZE • Provide incentives for those making change • Celebrate progress publicly • Create visible signs of progress and change. • Block retreat to the old way BASIC CHANGE MODEL • Describe the Change as completely as you can • Assess readiness to change • Avoid changes that aren’t critical • Create measures & contingencies • Describe the change as completely as you can • assess readiness to change • Avoid changes not connected to bus. strategy • Create measures & contingencies UNFREEZE PREPARE • Give people a reason for changing • Encourage employee input • ID & communicate new skills required • Create a vision that solves daily problems Phase 1 LET GO • Create a team to oversee the change • Create temporary policies & procedures • Create communication channels & processes • Make measures visible STRUCTURE TRANSITION Phase 2 REWARDCHANGE Phase 3 • 1/2002 by Rand M. Gee ~ Copy permission granted for educational and non-commercial use. All other uses require written approval. All rights reserved.

2. UNFREEZE PREPARE LET GO STRUCTURE TRANSITION IMPLEMENT CHANGE ASSESS REACTION REFREEZE REWARDCHANGE BASIC CHANGE MODEL Phase 1 Phase 2 Phase 3 • 1/1999 by Rand M. Gee ~ Copy permission granted for educational and non-commercial use.