Little Guide to Change at Work – How to uncover my true feelings about change

Today we will run through an exercise to help understand the usefulness of using this five factor model. I will guide you through a situation personal to you, to help you separate the different elements. By the end of it you will be enlightened as to where you personally sit with regard to change, learning to recognise you own beliefs and behaviour around change. You may even be able to create you own story here.


Grab a pen and paper to make a few notes on and we will find out where you sit in relation to change in a personal situation.

 1] List the reasons you believe the change is necessary

Review these reasons and ask yourself the degree to which the person you are trying to change is aware of these reasons.

0% = Person is unaware

100% = Person is fully aware?                                                                                                            


2] List the factors or consequences (good or bad) for this person that creates the desire to change

Consider these motivating factors, including the persons conviction and associated consequences. Assess their desire to change.

0% = Person has little desire to change

100% = Person has a strong desire to change                                                                                            


3] List the skills and knowledge needed for the change.

Rate this persons knowledge

0% = Person doesn’t have training or the required knowledge to implement the change

100% = Person has training or the required knowledge to implement the change                              


4] Considering the knowledge and skills identified in 3, evaluate the persons ability to perform these skills or act on knowledge.

To what % do you rate this persons ability to implement the new skills, behaviours and knowledge to support the change?

0% = Person doesn’t have training or the required knowledge to implement the change

100% = Person has training or the required knowledge to implement the change                          


5] List the reinforcements that will help to retain the change. Are incentives in place to reinforce the change and make it stick?

0% = Reinforcements are not in place

100% = Reinforcements are in place                                                                                               


Have a look at your scores. In which area do you have 50% or less? You have now identified the critical area to address before moving onto anything else. If you have more than one are with less than 50%, note the one which came first.

 For each of the areas, let us see what this means:

Awareness – Working on any other area first will not help you make the change happen.

Desire – Continually repeating your reasons for change is not enough to move this person forward. Once they know the reasons, the next step is to address built in desire to change. Desire generally comes from consequences, whether they are positive or negative. The positive consequences have to be great enough to overcome their personal threshold to resist change. This applies equally to negative consequences.

Knowledge – You need to be careful not to linger on the reasons for change and the motivating factors. This can be quite discouraging for someone who is already here at knowledge. What is needed here is training and education for the behaviours and skills needed for change.

Ability – Two steps are required to move forward. {Patience is my first tip to you here}

This person needs time to develop the new skills and behaviour. Just like learning to dance or any new skill, to develop new abilities, time is required.

Secondly, it has to be recognised that no one time training or programme will be a substitute for on-going mentoring or coaching. They will need support over a period of time.

Reinforcement – there is a need to investigate if the necessary components are in place to keep the person from reverting to old behaviours. A way of doing this might be through incentives or consequences for not continuing to act in the new way.

 You can put your pens down now and thank your self for doing a sterling job on helping yourself move forward in a change environment.

Mmm now, I’m surmising there were either a few light bulb moments or a few cringe worthy whoopses. Inevitably a few emotions will have been provoked as you apply the rationale of this process. This is why it’s important to carry this exercise out on a personal situation first. I’m sure you can start to see your own story developing with people you know.

It lays a fabulous foundation for the application to the work change situation you are involved in. Tomorrow we will look at the appropriate action steps.

  Power Tips to Empower People

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