1. Understanding Change
   1. Predictable
      1. Patterns
      2. Problems
         1. Communication tangles
         2. Productivity
            1. Poor communication
            2. Self preservation
         3. Loss of cross-functional team
            1. Protective of in-group
         4. Power struggles
            1. Re-examination of status quo, shifts occure
            2. Jockeying for positions
         5. Low morale & weak commitment
            1. Quit trying
            2. Ever-changing goals
            3. Obscure direction
         6. Bailing out
            1. Better opportunities
            2. Cannot tolerate ambiguity
      3. Response
         1. Uncertainty
         2. Anger
         3. Fear
         4. Anxiety
         5. Perceptions
            1. Intentional Change
            2. Getting married
            3. Buying a house
            4. Changing a job
            5. Emotions
            6. Empowered
            7. Successful
            8. Unintentional Change
            9. Losing a job
            10. Severe illness
            11. Merger/Acquisition
            12. Emotions
            13. Powerlessness
            14. Fear
            15. Anxious
            16. Uncertainty & Ambiguity
            17. Many unknowns
            18. Search for information
            19. Mistrust
            20. Expectation of surprises & bad news
            21. Leaders withholding information
            22. Self-Preservation
            23. Careful
            24. Sense of loss
            25. Grieving process
            26. Coworkers
            27. Boss
            28. Ways of doing things
            29. Routines
            30. Authority
            31. Other reactions
            32. Fear
            33. Worry
            34. Sorrow
            35. Regret
            36. Anger
            37. Grieving process
            38. Denial & Isolation
            39. Displaced Anger
            40. Bargaining
            41. Depression
            42. Acceptance
            43. Emotional Roller Coaster
            44. Active
            45. Stability
            46. Denial
            47. Anger
            48. Bargaining
            49. Testing
            50. Acceptance
            51. Passive
            52. Immobilisation
            53. Depression
            54. Stages of Grief
            55. Shock & Numbness
            56. I can't believe it
            57. You're kidding
            58. Suffering
            59. Dislike
            60. Preference for past processes
            61. What's the use
            62. Resolution
            63. Not so bad
            64. Face the facts
            65. A shift towards the better, acceptance
            66. Satir Change Model
            67. Performance with time
            68. Late status quo
            69. Foreign element
            70. Chaos
            71. Transforming idea
            72. Practice and integration
            73. New status quo
            74. Rogers Adoption Curve
            75. Innovation Curve
            76. Innovators 2.5
            77. Early adopters 13.5
            78. Early majority 34
            79. Late majority 34
            80. Laggards 16
2. Implementing Change
   1. What to do?
      1. Oppertunity
         1. Involve team
         2. Communicate constantly
         3. Plan properly
         4. Don't let up
         5. Subtopic 5
      2. 8 Steps to Change
         1. Create a sense of urgency
         2. Pull together the guiding team
         3. Create a change vision and strategy
         4. Communicate for buy in
         5. Empower others to realise the change visions
         6. Produce short term wins
         7. Don't let up
         8. Anchor change in the culture
      3. Kotter's Change Model
         1. Set Goals
         2. Create a Change Guide Team
         3. Brainstorm & Engage
         4. Analyze & Plan
         5. Show & Convince
         6. Learn Through Doing
         7. Done!
      4. Prepare employees for change
         1. Communicate a plan for change
         2. Develop a sense of urgency
         3. Build a coalition
         4. Provide support
         5. Allow employees to participate
   2. What to avoid!
      1. Oh no
         1. Poor planning
         2. Poor follow-up
         3. End users not consulted
3. Forms of Change
   1. Company structure
   2. Strategy
   3. Policies
   4. Procedures
   5. Technology
   6. Culture
4. Resistance to Change
   1. Negative
      1. Active Resistance
      2. Passive Resistance
      3. Why people resist change
         1. Disrupted habits
         2. Personality
         3. Feelings of uncertainty
         4. Fear of failure
         5. Personal impact of change
         6. Prevalence of change
         7. Perceived loss of power
   2. Positive
      1. Compliance
      2. Enthusiastic Support
   3. Overcome Resistance
      1. Listen to naysayers
      2. Is your change revolutionary
      3. Involve those around you in planning the change
      4. Do you have credibility
      5. Present data to your audience
      6. Appeal to your audience's ideals
      7. Understand the reasons for resistance