Organizations are in a constant state of change. Whether change comes from within the organization or outside, leaders must continually manage initiatives to realign the organization with its strategic goals. Even minimal change, however, can bring uncertainty and generate anxiety and resistance among employees. Understanding human behavior – that of managers and team members – helps leaders assess potential obstacles, determine how to navigate them, and fosters trust so that employees understand and embrace the rationale for change.

Through IRI’s Change Response Profile, an online survey-based performance assessment tool, we help leaders and organizations better understand how individual behavior impacts the attitudes and actions of others during change. With this knowledge, employees at all levels of the organization gain valuable insights into the interpersonal dynamics of change and how best to leverage them.

Based upon individual responses to the survey, IRI provides participants with visual and narrative descriptions about how their behavior affects others in various situations. By understanding their personal impact on others and the organization, participants are better able to successfully respond to change and meet expectations.

The Change Response Profile enables participants to:

• Recognize and understand different styles and approaches to navigating change
• Learn how these differences impact the way people work with each other
• Learn how to modify their own behavior and influence others during times of change
• Learn how to work more effectively with others and meet their expectations

The confidential survey is based on more than 30 years of social styles research involving more than 100,000 participants in the United States, Europe and Asia. The results make no inference about participants’ general skills or ability to perform a job, but provide a targeted assessment about how they interact with others.

Overview

The Change Response Profile is based on the knowledge that human behavior is predictable. We interact with our environment and the people in it, and our actions are reinforced through practice and feedback. Over time, these actions become behaviors that reveal observable patterns.

As part of the survey process, participants gain valuable insights into the interpersonal dynamics of change and learn how best to leverage these dynamics to help organizations create a successful change experience.

Each survey participant receives a comprehensive report that offers insight into their most likely responses to change and guidance about how to increase their comfort and acceptance of change, how to support individual coworkers during change and how best to contribute to the success of the organization. The sections include:

• About you as a person
• About you and change
• Strategies for self-improvement
• What others need to know
• Preparing yourself for change

Typically, feedback solicited from self-assessment or other evaluative tools to analyze how people respond to change in the workplace is based on subjective observations of human behavior. Participants’ survey responses are based on their observations of their own behavior and, as such, provide a behavioral road map to improved performance.

There are several varied but normal responses individuals may have when receiving feedback, especially if the feedback makes them uncomfortable or otherwise is inconsistent with their expectations. These responses range from denial, to intentionally or unintentionally ignoring the feedback, to accepting the analysis and committing to use it to make useful and productive change.

The Change Response Profile serves as a starting point from which individuals can make decisions about how to change their behaviors in order to be more comfortable and successful in navigating the challenges brought about by change while supporting others through the change process. It is a powerful tool that can be used by professionals in various situations:

Trainers and Facilitators – Can integrate the Change Response Profile into training classes about managing or coping with change and leadership development curricula where change leadership is a desired leadership competency

Coaches and Consultants – Can use the Change Response Profile as a self-assessment tool to complement individualized self-development activities

Teachers and School Advisors – Can use the Change Response Profile to help prepare students for the transition to college or to the world of work

Therapists and Counselors – Can use the Change Response Profile to add insight into the feelings or behaviors that are causing distress or discomfort

Logistics and Options

The Change Response Profile is available in an online format on a client’s Intranet or through a secure, password-protected Web site. IRI provides several report options, including:

• A PDF report emailed to each participant after completing the survey questions
• A PDF report emailed to a facilitator or coach after the participant completes the survey
• Batch reports for a facilitator’s use in group training or coaching

Additionally, the Change Response Profile can be “private labeled” so that the survey conveys the brand of client’s in-house materials.

IRI has several training courses that employ the Change Response Profile as a core learning tool. One course, “Leading Change,” focuses on a leader’s roles in helping teams navigate the effects of change on the workplace. Another course, “Coping with Change,” focuses on the employees’ role in supporting change in a positive way. These courses are available for use as-is or integrated into a client’s existing training courses.

IRI facilitators can deliver the IRI training as designed or can certify client facilitators to deliver the training.

For more information about the Change Response Profile, contact IRI Consultants at info@iriconsultants.com or by calling (313) 965-0350.

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