SNCO DLC LM04 Change Management exam with 100% correct answers (latest update)

Organizational Change is generally considered to be an organization-wide change, as opposed to smaller changes such as adding a new person into the work environment. It includes leading/managing changes to organizational culture, unit level processes, environment, responsibilities, and policies/procedures. Adaptability is the ability to adjust oneself to changed, unexpected, or ambiguous situations by actively seeking information and by demonstrating openness and support of different and innovative change ideas demonstrating openness refers to establishing a communication style that welcomes AFI 36-2618 states you should promote a culture of Airmen capable of adapting to evolving Air Force requirements throughout a career new and different ideas while withholding judgment until those ideas can be fully explored. Three Elements of Adaptability 1. Cognitive Flexibility. 2. Emotional Flexibility. 3. Dispositional Flexibility. Cognitive Flexibility Keeping multiple scenarios in mind so you can adjust to changing, unexpected , or ambiguous situations. Detect coming change, understand coming change and create multiple strategies for coming change. 1. Be curious. 2. Accept that different is not right or wrong.3. See and be seen.4. Have a plan.5. Understand resistance.6. Observe what's going on.7. Commit to learning. critical Thinking Using the Intellectual Standard of "Depth" you can consider the complexities of the change Emotional Flexibility Ability to change how you deal with emotions. 1. Use support systems. 2. Offer feedback. 3. Act decisively. 4. Avoid bulldozing change. 5. Change approach if necessary. 6. Face reality. 7. Find ways to motivate others. 8. Address resistant individuals. 9. Listen. 10 Collaborate. Dispositional Flexibility Operate from a place of optimism, grounded in realism and openness. Visualizing a better future, despite the difficulties. 1. Be genuine. 2. Immerse yourself. 3. Accept change as positive. 4. Adapt your plans. 5. Cast a wide net. 6. Rehearse. 7. Be a mentor. 8. Pay attention to life beyond work. 9. Seek feedback. Elisabeth Kubler-Ross a psychiatrist that specialized in the study of how people handle death, grief and loss, developed a 5 Stage Model: Denial, Anger, Bargaining, Depression, and Acceptance to help explain the reactions some people might experience. Denial In this stage, your people might initially attempt to 'deny' the change. They might say things like, "I can't believe this is happening" or "Leadership will never buy off on this change." Anger Once the initial shock of the change sets in, some of your people might experience anger. Have you ever heard your people say, "This isn't what I signed up for!" when faced with a major change? Bargaining In this stage, your people might attempt to put off the change or find ways to not implement the change. They may recommend alternatives to the change (something they may be more comfortable implementing) or try to put off implementing the change until 'the time is right'