Jansssen Model Of Change

The one concept that I found from module five to be the most important is by having a full understanding of Janssen’s Model of Change, which will allow one to manage change effectively. Janssen’s Model of Change has four stages of change, which are comfort, denial, confusion, and renewal. This is important, because leaders need to be able to recognize what stage a person or work center is in, so that one can use the correct strategy to move the person or work center to the next stage, with the goal of getting back to the comfort stage. Furthermore, applying this concept effectively will reduce people’s time out of the comfort stage and within this stage; people have low stress levels and are more productive. However, if one does not apply
After the first Specialty Training Requirements Team came back to the work center with news of adding new task, new material, and increasing the length of the course, some instructors immediately went to the denial stage. They did not want to train the new unfamiliar task and complained the changes are just going to make things harder. I had to reinforce the new ideas by showing them big picture and explaining to them why this change needs to happen. Once everybody bought into the change, we were able to move to the confusion stage and start researching what new tools, technical orders, equipment and personnel we will need to accommodate the new changes. Once I arrive back to my duty station, we will start the final phase of the confusion stage with a final Specialty Training Requirements Team meeting that will finalize everything for the new course. Then we can move into the renewal stage by writing new lesson plans, creating test and progress checks. In addition, we will have to go through validation with our first two classes and make minor corrections before we put a seal of approval on the new course. After that, we will be able to move back to the comfort stage for another four years. With that said, I used my awareness of the Janssen’s Model of Change by realizing the need to move from the denial stage to the confusion stage in order to get the ball rolling on the new course. On the other hand, with me displaying the use of Janssen’s Model of Change, will affect my subordinates, peers and supervisors. This will affect my peers and subordinates in the same manner, since they will be taking over my position and will have to deal with the next course change. They will now know the importance of moving from the denial stage to the confusion stage to begin