{"content":{"layouts":[{"type":"singleColumn","areas":[{"items":[{"gridType":"RichTextBlock","content":"\u003Cp\u003EBefore delivering changes, check you\u2019ve:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003ECreated a \u003Ca href=\u0022/about-us/4-step-change-process/step-2-plan/\u0022 title=\u0022Step 2: Plan\u0022\u003EChange Plan\u003C/a\u003E for your patch\u003C/li\u003E\n\u003Cli\u003EGot the confidence to talk about change with anyone experiencing it, recognising people may feel differently about change.\u003C/li\u003E\n\u003Cli\u003EPlanned to keep engaging with anyone impacted.\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EWhen delivering and leading change, you\u0027ll likely be making sure your communications are being received locally, supporting delivery of training and addressing concerns in your patch.\u003C/p\u003E\n\u003Cp\u003EWe\u0027ve created an activity tracker tool, to help you keep track of all the different activities during this step.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"callToAction","gtmId":"","gtmClass":"","buttonText":"Activity Tracker Template","buttonLink":{"name":"Step 3 Activity Tracker","id":null,"url":"https://prod-cms.scouts.org.uk//media/xrjjqwey/step-3-activity-tracker.docx","newWindow":false,"target":"_blank"},"colour":{"value":"490499","label":"490499"},"alignment":"central"},{"gridType":"RichTextBlock","content":"\u003Cp\u003EThis page will help you to complete your activity tracker and start delivering changes in your patch.\u003C/p\u003E\n\u003Ch3\u003EChange Champions\u003C/h3\u003E\n\u003Cp\u003EOne of the ways you can help to embed change locally is having change champions in your patch.\u003C/p\u003E\n\u003Cp\u003EAny volunteer can be a change champion. This isn\u0027t an additional role, but someone who is engaged in your changes and can advocate for them locally.\u0026nbsp;A change champion supports and inspires those around them to embrace change and can help to overcome resistance.\u003C/p\u003E\n\u003Cp\u003EWhat does a change champion do?\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003ECommunicate and engage with people about change.\u003C/li\u003E\n\u003Cli\u003EHelp people overcome resistance.\u003C/li\u003E\n\u003Cli\u003EOffer training and support.\u003C/li\u003E\n\u003Cli\u003ELead by example.\u003C/li\u003E\n\u003C/ul\u003E","gtmId":"","gtmClass":""},{"gridType":"gridImageBlock","gtmId":"","gtmClass":"","image":"/media/pesercf0/18.jpg","width":6000,"height":4000,"altText":"Volunteers working around a flipchart","caption":"","link":null},{"gridType":"RichTextBlock","content":"\u003Ch3\u003ELearning\u003C/h3\u003E\n\u003Cp\u003EIn your change plan, you might have already found barriers to adopting change, as well as the knowledge and skills people may need to help them adapt.\u003C/p\u003E\n\u003Cp\u003EIt\u2019s important people know how to adopt change as it\u2019s rolled out. This means making sure everyone\u2019s had the opportunity to go to training sessions or learn the key skills they\u2019ll need.\u003C/p\u003E\n\u003Cp\u003EIt\u2019s now time to think about how you can help people learn these new skills.\u003C/p\u003E\n\u003Cp\u003ELearning can happen in a number of different ways:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EFace to face workshops\u003C/li\u003E\n\u003Cli\u003EOnline learning\u003C/li\u003E\n\u003Cli\u003EGuides or manuals\u003C/li\u003E\n\u003Cli\u003EShadowing or coaching\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EYou should tailor learning to the individuals or groups affected by the change.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch3\u003EFeedback\u003C/h3\u003E\n\u003Cdiv class=\u0022WordSection1\u0022\u003E\n\u003Cp\u003EIt\u2019s important to listen to feedback, respond to concerns, and celebrate all the positive things resulting from change, whether they\u2019re big or small.\u003C/p\u003E\n\u003Cp\u003EFeedback plays a key part in carrying out our new changes, as it allows us to monitor progress, identify changes, and keep up to date with changes. Before we invite feedback it\u2019s a good idea to ask ourselves what we need to know about, and what we are prepared to act on. This means we can be specific in what we ask for and manage people\u2019s expectations.\u0026nbsp;\u003C/p\u003E\n\u003Cp class=\u0022MsoNormal\u0022\u003E\u003Cstrong\u003E\u003Cspan style=\u0022font-size: 12.0pt; line-height: 107%; font-family: \u0027Nunito Sans\u0027;\u0022\u003EExamples of collecting feedback:\u003C/span\u003E\u003C/strong\u003E\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003ESurveys\u003C/li\u003E\n\u003Cli\u003EPolls\u003C/li\u003E\n\u003Cli\u003EEmails\u003C/li\u003E\n\u003Cli\u003EComment boxes\u003C/li\u003E\n\u003Cli\u003EFAQ forums\u003C/li\u003E\n\u003Cli\u003EInformal interactions\u003C/li\u003E\n\u003C/ul\u003E\n\u003C/div\u003E","gtmId":"","gtmClass":""}]}],"config":null},{"type":"TwoColumnLayoutBlock","areas":[{"items":[{"gridType":"RichTextBlock","content":"\u003Cp\u003E\u003Cstrong\u003EOpen-ended question\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003E\u0027What do you think about the proposed changes?\u0027\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003E\u200BPros:\u003C/strong\u003E This allows for an infinite number of answers and unexpected ideas, allows for more deep thoughts and feelings to be included, and can provide more in-depth qualitative information. \u200B\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003ECons:\u003C/strong\u003E This could open yourself up to non-constructive feedback with \u0027noise\u0027/irrelevant information, and can be hard to analyse and cross-compare.\u200B\u003C/p\u003E","gtmId":"","gtmClass":""}]},{"items":[{"gridType":"RichTextBlock","content":"\u003Cp\u003E\u003Cstrong\u003EClosed rating scale question\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003E\u0027On a scale of 1-5, with 1 being X and 5 being X, what do you think of the changes?\u0027\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003E\u200BPros:\u003C/strong\u003E\u00A0This question provides repeatable, measurable data that can be used to analyse changes over a time.\u200B\u003C/p\u003E\n\u003Cp\u003E\u00A0\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003ECons:\u003C/strong\u003E This can be quite restrictive and can prevent respondents from fully communicating their thoughts.\u200B\u200B\u003C/p\u003E","gtmId":"","gtmClass":""}]}],"config":null},{"type":"singleColumn","areas":[{"items":[{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":true,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp class=\u0022MsoNormal\u0022\u003EBy providing the STAR model as a template for receiving feedback, it can be used as good practice to help feedback be more specific and focus on the outcome, which could make your next steps clearer and easier to deliver.\u003C/p\u003E\n\u003Cp class=\u0022MsoNormal\u0022\u003E\u003Cstrong\u003ES:\u00A0\u003C/strong\u003Especify the change, process, action, or behaviour\u003C/p\u003E\n\u003Cp class=\u0022MsoNormal\u0022\u003E\u003Cstrong\u003ET:\u003C/strong\u003E\u003Cem\u003E\u00A0\u003C/em\u003Etell us what you think\u003C/p\u003E\n\u003Cp class=\u0022MsoNormal\u0022\u003E\u003Cstrong\u003EA: \u003C/strong\u003Eadjustment\u003C/p\u003E\n\u003Cp class=\u0022MsoNormal\u0022\u003E\u003Cstrong\u003ER:\u003C/strong\u003E\u003Cspan\u003E\u00A0response required, or reflection needed\u003C/span\u003E\u003C/p\u003E","label":"Receiving effective feedback"}]},{"gridType":"RichTextBlock","content":"\u003Cp\u003E\u00A0\u00A0\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"gridImageBlock","gtmId":"","gtmClass":"","image":"/media/puuhl402/20.jpg","width":6000,"height":4000,"altText":"Volunteers working together","caption":"","link":null},{"gridType":"RichTextBlock","content":"\u003Ch3\u003ETackling obstacles\u003C/h3\u003E\n\u003Cp\u003EIt\u2019s only natural you\u2019ll face obstacles while leading change. There\u2019ll be lots of different reactions to change, and some people may be more resistant than others.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":true,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cul\u003E\n\u003Cli\u003EFear of the unknown \u2013 for many people, change can be an uncertain and anxious time. As humans, we often find comfort in familiarity, which change can disrupt.\u003C/li\u003E\n\u003Cli\u003ELoss of control \u2013 people may fear losing control over the way they volunteer and this can be daunting.\u003C/li\u003E\n\u003Cli\u003ELack of understanding or information \u2013 if people don\u2019t fully understand the reasons for change, it\u2019s more likely they\u2019ll resist it.\u003C/li\u003E\n\u003Cli\u003EPrevious negative experiences.\u003C/li\u003E\n\u003Cli\u003EPersonal beliefs and values.\u003C/li\u003E\n\u003C/ul\u003E","label":"Reasons why people might resist change"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cul\u003E\n\u003Cli\u003EStrong emotional responses such as anger, frustration, and anxiety.\u003C/li\u003E\n\u003Cli\u003EIgnoring or avoiding information, not engaging with events or training, or not responding to emails and other communications.\u003C/li\u003E\n\u003Cli\u003EGiving complaints and criticism, and being negative about change and unwilling to engage with the bigger picture. This isn\u2019t the same as providing feedback when asked, which can be made constructive and offer solutions.\u003C/li\u003E\n\u003Cli\u003EVerbally agreeing to change something, but not actually carrying out the change.\u003C/li\u003E\n\u003C/ul\u003E","label":"What resistance might look like"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cul\u003E\n\u003Cli\u003E\u003Cstrong\u003EReinforce the \u0027Big Why\u0027 and the reason for change:\u003C/strong\u003E Ongoing communication is an important part of change. Communicating and helping your patch understand the reasons for change is the first step to helping them overcome any barriers they might face. Remember to look at the tools in \u2018Understand\u2019 and \u2018Plan\u2019 to help you identify barriers and communicate change.\u003C/li\u003E\n\u003Cli\u003E\u003Cstrong\u003EOngoing support:\u003C/strong\u003E Offer support surrounding the changes to anyone who needs it. Provide learning, resources, and opportunities for people to develop their skills. Address any gaps in knowledge or skills that may be contributing to resistance.\u003C/li\u003E\n\u003Cli\u003E\u003Cstrong\u003EAddress fears and concerns:\u003C/strong\u003E Address any specific fears and concerns people may have about change. Reassure, correct misconceptions, and be honest about expectations. It\u2019s important to create an environment where everyone feels safe to express their concerns and ask questions.\u003C/li\u003E\n\u003Cli\u003E\u003Cstrong\u003EChange Champions and leading by example:\u003C/strong\u003E Leaders and change champions should be as positive as they can about the changes, and actively participate in them. Behave how you\u2019d like to see others act towards the changes, openly embrace them, and talk about your own experiences with change. This can then inspire others and reduce their lack of enthusiasm towards it.\u003C/li\u003E\n\u003Cli\u003E\u003Cstrong\u003EBreak down the changes: \u003C/strong\u003EIf everything\u2019s becoming a bit too overwhelming, break it down into smaller, manageable steps. This\u2019ll help mark progress and build confidence along the way. Celebrate milestones and successes to encourage positive attitudes towards change.\u003C/li\u003E\n\u003Cli\u003E\u003Cstrong\u003EAddress resistance directly:\u003C/strong\u003E Address it directly and openly, instead of ignoring it. Actively listen, empathise with concerns, and give thoughtful responses. Try and get to a point where everyone\u2019s happy with the outcome, whenever possible.\u003C/li\u003E\n\u003Cli\u003E\u003Cstrong\u003EBuild a supportive culture: \u003C/strong\u003ECreate a culture that embraces change and innovation. 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