How to Handle Change - Virginia Satir Change model
Virginia Satir Change model
Virginia Satir Change model explains how we embrace any change in our life, personal or professional.
Late Status Quo - We are living in a perfect comfort zone, things are already established, and we are happy with the current state of how things are being done. We do not want to change, and we do not find a reason to change it. Our performance is at the same level, neither increasing nor decreasing. Most of Govt. organization and some private organization works in this mode, suddenly.
Foreign Element and Resistance - A change is introduced, mostly externally can be our competitor or internal by some new team member. The human mind does not like change. We work in the form of pain or pleasure. As soon as a change is introduced, we start resisting it. Our goal is to overcome this change and go back to our comfort zone. We do not want to change anything in life. An example of COVID-19 can be used here. It came into our lives and changed everything we did. Initially, we started resisting, but eventually, we came into
Chaos - Chaos is a time of confusion. We do not know what to do. We are trying multiple things, but nothing is working. The foreign elements have destroyed our comfort zone, and we now know that resistance is futile and we see no way to work on it. This time is a time of high stress, pain, and fear of not knowing. Again when as a result of COVID, all business erupted. We were in a zone of fear, thinking this would destroy our life forever. However, there is always light at the end of the tunnel.
Transforming Idea - Chaos always brings creativity. We start thinking out of the box, and we start experimenting with new ideas. Although not every idea will work, this is ok because we do not need every idea to work. Even one idea can change, and primarily by exploratory testing of hit and trial, one or two idea starts working; the same example of COVID-19 can be used how Zoom began to work from home quickly. then next
Practice and Integration - Slowly, we skip ideas or adapt to new ideas by learning, practicing, and making mistakes. We do get many setbacks in implementing new ideas, but we also know that this is also normal when we are trying to learn new skills, and finally, we have acquired new skills, or things have become a new normal.....
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New Status Quo - Now this is the new normal or how we want to execute things; this is how we prefer to work now.
Link to watch video on this topic
Reference
https://stevenmsmith.com/ar-satir-change-model/
https://sergiocaredda.eu/organisation/tools/models-satir-change-model/#:~:text=The%20Satir%20Change%20Model%20is,they%20see%20and%20express%20themselves.
https://expertprogrammanagement.com/2018/10/satir-change-model/
https://dhemery.com/articles/managing_yourself_through_change/
DO tell me what do you think about this?
Program Manager @ Sun Pharma
3 年This is a great... thanks for sharing
Enterprise Architecture (IT), TOGAF??- 2022, PMP??- 2021
3 年I strongly agree, This is the real-life of change, I guess that she lived to the chaotic circumstances which are caused by a change resistance of naive expectations from silos decision-makers, therefore the solution is integration, collaboration, interoperation in orchestration ways. The uncertainty of requirements, key players of stakeholders, politics, culture, norms all those stuff are resistant factors of change and the fears of change as well. Transformation readiness assessment and maturity level assessment will highlight it seamlessly.