There is a lot to cover here in this subject. The general animosity towards the program is deep and antagonistic. Sharon wants to make sure i work on this. i worry about how much i can change.
On my white board i have the following:
Process
Wants vs. Needs
Manual?
Handouts?
Video?
Use coordinators and delegate to regional nodes.
I will be on a phone conference with Jane Chin's group, Northern section, tomorrow. There are some heavy opinions in this group that have already voiced their opposition to the program and have pretty much refused to use it for the year and will only go paper.
i have asked what is it that is so bad about this program and really haven't recieved an answer. Yes it is new. Yes we are unfamiliar with it. The general resentment though is more fueled on time... i feel that most staff members resent learning or sacraficing time... when they have little of it to acclimate to this system.
I want to present a power point on change but how the mental aspect of it is resistance since we are creatures of habit. Opinions? or should i stick to just the program which is limited at best.
summary of the "change" power point
When change is first announced, what happens in people's heads? If you can see something of what they are thinking, then you are on the road to being able to address their early concerns.
Needs
The principles in Maslow's Hierarchy explains much. When something happens and we feel we might be threatened (which starts as anticipated threat), we revert to checking lower-level needs. Thus we ask questions such as:
