How to Anticipate and Deal with Changes
summary
Argues that successful adaptation requires anticipating change across three levels—individual, team, organization—using concrete models: change iceberg (visible rituals vs hidden emotions), Satir and Kübler‑Ross stages for personal transitions (10–20 major transitions, often 6–10 months each), Lewin force‑field with unfreeze‑change‑refreeze, and ADKAR steps (Awareness, Desire, Knowledge, Ability, Reinforcement). Recommends building credibility and coalitions, institutionalizing new behaviors (bonuses, policies), watching signals (mergers, new tech, leadership) and “smell the cheese” early to convert ignorance into curiosity and action.
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chapters (11)
- 0:00Start
- 3:35So, why do people resist changes?
- 4:59Homeostasis
- 7:55So, what is change?
- 8:38The Myths around Change
- 9:10The Reality...
- 11:24Change Models
- 12:22Satir Change Model
- 18:01Transitions
- 18:55Lewin Force-field Analysis
- 28:16Indicators of impending change
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