Embracing Change

Workbook

Name:
 Introduction

In our working lives we are in an era of constant transformation and change.

This includes wider global competition, significant technological innovations and
changes in markets. The result is more competition, increased speed of response and
potentially much bigger markets with fewer barriers.

To cope with these and other elements of change, organisations need to reduce costs,
improve the quality of services and products, and increase productivity. This means
that organisations have to transform to keep pace – typically through developments
such as restructuring, mergers and acquisitions, re-engineering, implementing quality
programs, and cultural changes.

These changes affect the people who work in organisations. People react to
change in different ways, not only in relation to personality type, but physically and
emotionally too.

By understanding our own responses and needs we are better able to support and
work with others during the change process. The MBTI instrument provides great
insight and perspective to help you make sense of your own and others’ reactions in a
non-judgemental way.

This workbook accompanies the ‘Embracing Change’ workshop and is designed to

help you reflect and note down how you typically react to change, what you need in
order to respond in a positive way, and what actions, if any, you want to focus on.

Embracing Change Workbook

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® OPP is a registered trade mark of OPP Ltd.

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Activity 1
Changes
Here are some of the many words we use to describe change, covering a wide
variety of activities ranging from minor tweaks to full-scale revolution.

Modify Fluctuate What change did you make?

Tweak Reform

Alter Convert

Revolutionise Rearrange

Adapt Improve

Adjust Amend

Reorganise Modify
Were there any surprises about the changes made by others?
Transform Metamorphose

Mutate Translate

Vary Evolve

Grow Develop

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Activity 2
My response to change
My type

Think about a recent, major change that you have experienced:

What happened? What helped you deal with the change?

What was your reaction? How do you feel about the change now?

How did you deal with the process of change? On reflection, is there anything you would change in relation to your
behaviour/attitude?

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 Notes
Stages of Change

During which stage/s are you most comfortable?

Vision

Planning

Selling

Implementing

Measuring impact

Embedding

What connections can you see with your personality type?

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Notes Activity 3
Personality type and change
Think about the situation described below. On the
following pages note how people with each of the
eight preferences are likely to react.

You have heard that the Board has recently made

an important announcement. It has created a
new vision and strategy for the organisation in
response to technological changes in the market
and increased competition. This will help to
deliver excellent customer relations, expand the
customer base and ensure continued growth and
success. The new vision and strategy will impact
every department significantly and may involve a
restructure or outsourcing of some services.

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People with an Extraverted preference typically want: People with an Introverted preference typically want:

to get together and interact with others to go away and reflect

opportunities to talk about changes opportunities to think about changes

to process what’s happening and ideas out loud to process ideas internally, to have something to read

to be actively involved and participate to participate in a forum after consideration, preferably in 1:1 or small groups

opportunities to discuss in meetings, and afterwards space to contribute in meetings and be consulted

to discuss important information with others important information in writing

People with an Extraverted preference like some time to

Remember

think and reflect on changes.

People with an Introverted preference will want to
share their thoughts and talk to selected others about
the changes.

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People with a Sensing preference typically want: People with an iNtuitive preference typically want:

to know what is going to be kept the overall goal, and what it hopes to achieve

the practical reasons for the change the proposed changes to make sense

to understand what from the past isn’t working future possibilities and options

the proposed changes to be realistic a vision of the future

to know their role to understand why

connections between proposed changes with the past overall links to other initiatives

the details of real data: what, where, when, who a chance to contribute their ideas for the future
Remember

People with a Sensing preference like to know the

context for the change.
People with an iNtuitive preference need some details.

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People with a Thinking preference typically want: People with a Feeling preference typically want:

the analysis behind the reasons for change the impact on people to be taken into account

the logical reasons for the change changes to be in accordance with values

transparency people to be included during the changes

clear criteria, equally applied to all leaders who are concerned about people

competent leaders leading the change people to be appreciated

the pros and cons to know how people will be treated

a structure and goals for the changes support to be available and point of contact identified to discuss concerns
Remember

People with a Thinking preference will have concerns

for the people involved.
People with a Feeling preference will want to
understand the business case for the change.

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People with a Judging preference typically want: People with a Perceiving preference typically want:

a clear plan, with contingencies a loose plan with room for spontaneity

time scales, key dates and milestones a general idea of where they are heading

a structured timetable flexibility to change if needed

to know who will be doing what, by when options

a definite end with defined outcomes opportunity to continue gathering information

to know expectations to have fun

no surprises
Remember

People with a Judging preference will want to plan

for some flexibility.
People with a Perceiving preference will want flexibility
in their planning.

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Activity 4
Personality type and change
Communication

The first two letters of your type will show your typical responses to change and How do you like information about change to be communicated to you?
identify what people typically want during change. These relate to the ‘quadrants’ of
What communication style is least helpful to you?
the type table, dividing the table into the four corners, and correspond to preferences
for E and I and S and N. How do others who are different to you typically respond?

In terms of change they give us an indication of:

IS IN
how and when people want to be involved in discussions (E-I)

and

the type of information that will help people deal with change positively (S-N)

Please use the following grids to note how you and others respond to the
questions

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ES EN 19
Inclusion Information

How do you like to be included? What information do you need?

When do you like to be included? What information do you ignore?

How do you respond if you are not included? How do others who are different to you typically respond?

How do others who are different to you typically respond?

IS IN IS IN

ES
20
EN ES EN 21
 Il
ik
e
to
Iw co
th an is nse
e
va t to goo rve
Il lu d w
ik of e un ha
Questions e an de t
to ch d rs
an ke an pu tan
d ep ge rp d I like t
he i
co th os chang
nc in e e as lo dea of
What questions do you need to have answered?
re gs with m ng a
te re y own s it fits
What questions that others’ ask irritate you? al vision
I appre
c
havin iate
How do others who are different to you typically respond?
g time
to thin

IS IN
ki
throug t
h
I like c
ha
congru nge to be
funda ent wi
menta th
l prin
ciples

I am action
oriented
I like to make un
f
change happen g
h in
I tend to focus on t
e ve s
om eati ge a g
practical results s s
r n n
t a d c cha olvi sn’t

ES EN
i n e y
Is
ee a of t ev do d tr
n k ou it n ’
thi g ab ‘if op a ent
I n k st er
be
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th can diff
en we ing
oft
I rk , eth
wo som

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Typical type
responses to change

Introverted Sensing - thoughtful realists Extraverted Sensing - action oriented realists

Prefer to change as little as possible Will like to change things that clearly aren’t working

Want to keep what is good from the past ‘if it isn’t broke, Changes need to have practical results
‘let ’s just do it ’
Prefer continuous improvement to complete change don’t fix it ’ Believe that theorising wastes time and want to just
get on with it
When stressed:
When stressed:
Can become bogged down in the detail
May place an excessive focus on the here and now
May get stuck on one unimportant detail and ignore others
May focus on one aspect of immediate change
If they feel the change is too dramatic they may withdraw
May lose perspective and sight of the long-term goals
May reject any change before even hearing about it

Extraverted iNtuition - action oriented innovators

Introverted iNtuition - thoughtful innovators
Often believe that all change is good and exciting
Like the idea of change, but need time to think it through
‘let ’s think If change is unsuccessful, will then change things again ‘a change is
Need to understand underlying concepts
about doing as good as a rest ’
Look to do things differently whether or not they
Want to ensure that multiple change programmes
it differently’ are working
link to each other
When stressed:
When stressed:
Enthusiasm can become manic activity
May overcomplicate the connections
May overlook important details
May procrastinate by spending too much time on the vision
Can become distracted and unfocused
Might not express their thoughts and ideas to others
Might take on unrealistic amounts and fail to deliver
May overly complicate things and suggest grand and impractical solutions
to simple problems

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Typical dominant function
reactions to change
Extraverted Sensing Introverted Sensing

When someone tells me about a change The thing I find hardest is fluffy change When someone tells me about a change I can play that will have a positive impact,
that will impact me I usually react by that isn’t visible, or change that is talked that will impact me I usually react by and to get feedback when things are not
working out if it is going to be positive or about and promised but never done. I wondering what it’s going to entail. I may working.
negative. If I think it’s a good change then also find change that is going to have a possibly be surprised, although I will likely
The thing I find hardest is not knowing
I’ll do all I can to help; if it’s a bad change detrimental impact on the enjoyment of try and hide this and my usual response to
what’s happening or what’s going to
I will probably procrastinate or talk to my work difficult to accept. the person is ‘oh, that’s interesting! Why
happen, and what helps me to deal with
other people about what they think of are we thinking of doing this?’ Although
What helps me to deal with that is to that is:
the change. in my head I am concerned that things
moan to other people about it, try to get
will be too different. time for initial reflection without
I am likely to respond to the person telling something done or try and make a joke
expectation of a full blown discussion
me about the change by being positive of the impact and try to make the most of I need to know that the change is going
and trying to do something to assist or new options. to have a positive impact and that it will open channels of communication to
contribute, although in my head I am be worthwhile. In order to contribute discuss the change
analysing what the impact is going to be positively I need to understand what role feeling listened to and heard
on myself and those around me.
feedback from others on how change
I need to know what is actually going is progressing and who’s done what.
to happen, what that will look like,
when, how, etc, so that I can contribute
positively to changes in my organisation
by taking action!

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Extraverted iNtuition Introverted iNtuition

When someone tells me about a change The thing I find hardest is concern about When someone tells me about a change In my head I am thinking through the
that will impact me I usually react by loss for self or others, and what helps that will impact me I usually react by possibilities of what the change will mean,
asking a lot of questions and thinking me to deal with that is thinking about being receptive but pausing for thought, what the implications are, what action
about how I can make the most of the opportunities the change will present and and I am likely to respond to that person needs to be taken to be able to make a
opportunities presented by the change. enjoying the fact that something different by asking a lot of questions whilst being plan for the change as far as possible, so
I am likely to respond to that person by is happening, especially if the change receptive. They’re likely to pick up on the that I feel have a sense of understanding
asking questions, either with scepticism seems worthwhile and makes sense to me. fact that I’m being slightly cautious. I’m and some control.
or enthusiasm, depending on the nature likely to follow up after some reflection
I need to know that I understand my part
of the proposed change, although in my time with any questions or concerns. If
in the change and the rationale behind
head I am checking whether the change it’s something that’s in conflict with my
why the change is happening, so that I
seems fair and makes strategic sense. values or is conflicting with a detailed
can contribute positively by exploring
plan then it’s possible I’ll react by digging
I need to know that I can have a say in the options for how things could work and
my heels in initially, but will usually flex
change and that there is flexibility and getting stuck in and trying out the new
after some reflection. This tends to be
sound reasoning involved so that I can situation.
more of an away-from-work reaction.
contribute positively by articulating the
The thing I find hardest is being out of
case for change and providing enthusiasm
my comfort zone with new tasks, being
and energy, enabling the change
concerned about feeling incompetent and
programme to be initiated.
having sight of how things might impact
me negatively.

What helps me to deal with that is being

organised, speaking openly about my
concerns and asking questions.

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Extraverted Thinking Introverted Thinking

When someone tells me about a change The thing I find hardest is having to When someone tells me about a change The thing I find hardest is illogical and
that will impact me I usually react by implement things that don’t make that will impact me I usually react by hasty decisions, and what helps me to
either getting enthusiastic, if I can see sense or cut across my values, ethics or being interested and am likely to respond deal with that is the opportunity to
the benefits and some kind of vision, principles. I find it particularly hard when to that person by asking questions, but I change people’s minds.
or by asking questions or disagreeing people have been treated badly. I also might need to go away and think about it
if I can see flaws in the change. If it is a find it hard to work with people who first. In my head I am working out how it
last-minute change to a plan, then I will moan about the change, but don’t raise all fits together.
improvise and can have either a sense concerns to those who are responsible, or
I need to know that some proper
of irritation (especially if the first plan if people try underhand means to derail
thought has gone into it to enable me to
was more interesting) or excitement at change.
contribute positively by working out the
the spontaneity (if the original plan was
What helps me to deal with that is big picture.
rather mundane).
remembering that people have different
I am likely to respond to that person by ways of dealing with change and that it
either showing support and enthusiasm is best to focus on those who are positive,
and building on the ideas, or by asking or at least neutral, rather than seeing it as
questions to get more information, then essential that everyone is on board.
buying in, or challenging, although
in my head I am considering all sorts
of possibilities and implications and
sometimes worrying about how it will
fit in with all the other things on the
agenda. I need to know that things have
been thought through logically and I
can influence the outcome and process
and that the change somehow fits with
the overall strategy and direction for the
future so that I can contribute positively
by making changes happen, translating
them to things that will work and getting
people on board.

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Extraverted Feeling Introverted Feeling

When someone tells me about a change The thing I find hardest is to respond When someone tells me about a change in my organisation I need to believe
that will impact me I usually react by positively if I don’t agree with the change that will impact me I usually react by in the changes so that I can behave
thinking about how it’s going to affect myself, and what helps me to deal with being enthusiastic and wanting to be authentically.
everybody and am likely to respond to that is having a good whinge to someone involved. I am likely to respond to that
The thing I find hardest is to be
that person by asking them if they’ve (anyone who will listen!) When I’ve got it person by finding out more although in
enthusiastic if the changes don’t fit with
thought through the people issues. It’s off my chest I don’t mind so much as long my head I am asking lots of questions
my values. What helps me to deal with
my experience that most change is for as someone has sympathised with me and and trying to puzzle out what the
that is time to reflect and then to talk it
practical or logical reasons and is very validated my feelings. implications are.
through with a trusted person.
rarely considerate of the people involved.
I need to know that the change fits with
That’s why most change doesn’t go too
my values and that people are being fairly
smoothly.
treated, and with respect. In order for
In my head I am wondering if it’s me to contribute positively to changes
conceptually sound and well thought
through. Has anyone been ignored or left
out in the communication or consultation
stages?

I need to know that it’s been explained

well enough to everybody so everyone
understands the underlying need for the
change.

In order to contribute positively to

changes in my organisation I need to
know that those imposing the change
have thought about how it impacts on
people and have done all they can to
take on board people’s suggestions and
requirements.

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Activity 5
Your personality type and change
Reflecting on what has been discussed and using your booklet, find the
specific page for your type (from page 28 in Introduction to Type and
Change) and answer the following questions:

What do you need in times of change (which point listed under your preference in the How can you overcome your blockers?
Introduction to Type and Change do you relate to most)?

How do you deal with loss?

What are your strengths in relation to change?

What you are blockers?

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Activity 6
Change can be like a rollercoaster!
Is that yet another
A lot of work completed;
change?
starting to implement change

The world’s
gone crazy!
Everything
looks different!

Midway
through the Things are
start of the starting to
changes move quickly
– momentum
around change

Change is
about to start…
can’t see the
future, just a
LOT of work! Things are going
back to normal,
although looks like
another change is
Looks like another
coming!
change is about
36 to happen 37
How do you react to change

Use the space to note how you respond to the stages

of change

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Activity 7 Notes
Action planning
Approaching change in a positive way

What have I learnt about myself?

What have I learnt about others?

What will I now do differently when approaching change?

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Where next?

If you have found working with your personality type preferences helpful,
you may be interested to know about more ways of applying what you
have learnt. Your practitioner should be able to facilitate this continued
development for you, or discuss with you what you can do next with type.
Ask your practitioner how you can use your type to:

Communicate more effectively with your colleagues and friends

Make better decisions that incorporate a range of viewpoints

Understand how your team functions and how it can improve

Look at which jobs might suit you best and how to move your
career forward

Find out how you typically deal with conflict, and discover
strategies for working through it

Discover what things typically trigger stress for you, and what
steps you can take to manage it better

Visit www.opp.com to find out what resources are available for you to
take your self-discovery to the next level.

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