Step 6—Dealing with change

Produced in partnership with Beth Pipe FCIPD of OnLive Learning

The following Life Sciences practice note produced in partnership with Beth Pipe FCIPD of OnLive Learning provides comprehensive and up to date legal information covering:

Step 6—Dealing with change
Managing change
The transition curve
Phase one—Denial
Phase two—Anger
Phase three—Resigned acceptance
Phase four—Acceptance

There are five key steps to improving efficiency:

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Identify (define) what process needs improving
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Measure the problem
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Analyse your information
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Improve the process
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Control, ie embed the new process so it becomes business as usual

Management consultants often refer to this is as the DMAIC framework.

This Practice Note guides you through step 6, ie controlling the problem you identified in step 1 and have now measured, analysed and improved. This Practice Note will develop the case study followed in Practice Notes: Step 1—Identify and define the problem, Step 2—Measure the problem, Step 3—Analyse what’s causing the problem, Step 4—Improve the process and Step 5—Making changes across the organisation.

This Practice Note focuses on the individual emotional impact of change and what you can do to engage with people and involve them in the process.

Managing change

When faced with change people may react in many different ways, this can depend on factors such as:

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is the change their choice or is it being imposed upon them?
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how great is the change?
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will they have any input into the way the change will affect them?
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what changes have they experienced in the past and how successful have they been?
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do they agree with the change?
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what threats does the change present to them?

Typical feelings are anxiousness, excitement (it looks great on paper), denial (they’ll never do it), hopefulness and

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