Episode transcript The transcript is generated automatically by Podscribe, Sonix, Otter and other electronic transcription services.
Hello everyone. Welcome to the Five Minutes podcast.Today I like to talk about the Satir change model the Satir change model has this name because of Virginia. Satir in Virginia is a psychologist and she became, I would say, probably the mother of Modern Family Therapy. So she created all her work based on family and family relations. However, on the Satir change model, many organizations are using it as a tool to help them to drive change. And what is the key principle? If you have one thing that you should memorize about the Satir model is that from the old to the new, it's not a straight line means the new is better most of the time than the old. However, it's not just a linear improvement line. What happens, in reality, is that things will get worse before they got better. There is the sense that means it doesn't matter. What is the change? If you are changing to a new job or if your project is changing some aspects of it, things will get worse before they got better. And this is the sense of our model. And basically, it's a split into five steps that I want to share with you now. The first one, it's called Late Status Quo means the current status quo that is about to be disrupted, that is about to change.
There is about to be disturbed by an event or by a competitor or by a change in the marketplace. The second is resistant, and it's, I would say, the immediate response to disruption and why the resistance? Because we feel and it's a natural process. We feel a lack of comfort, we feel fear. We are really concerned about changing because it will give us the impression that it's going in a way that we are not comfortable with because we got used to that late status quo. Then it goes to the third step. This is where I would say, really, things go bad. It's when you reach the chaos. And the chaos is clearly highlighted by panic, by fear, by the perceived lack of control means you are completely unfamiliar, you are stressed, you are afraid, you feel vulnerable. You know, this is what we call the panic button. This is where you say things will fall apart because you are on that and most of the time you regret why I left that status quo. And then for us as a manager, imagine that our teams or the people will lead. They are in that situation. What do we need to do? We need to try to identify ways that most of the time this chaotic phase is also very creative.
So what do we need to do? We need to identify some ideas, identify some ways to bring these people back to the process, and transition them to the new. And this is what we call the transforming idea. Then we start bringing them and we reach the fifth step. It's the new status quo. When the new status quo is just embedded in the work and it becomes part of, I would say, this new way of work, then the cycle happens again. Maybe in the future when this new status quo becomes the late and resistance and chaos and integration. If we go back, for example, to the work of Virginia, it's the same when people break up in their relationships. When people lose their job, you know, the first thing to say is, no, this is not possible. I cannot believe I lost my job. Then you feel panic, right? I will feed myself and this. But what is important is that other people in your self use those ideas that I would say that panic to identify ways of moving to a new status quo. And this is exactly because again as I said, I think 100 times is that all change process is a human and psychologically based processes.
It doesn't matter. Everything follows pretty much the same pattern, the same. It's not what I said about you losing your job, but I can use the same example. Telling you getting a new job is the same. Before you jump to a new job, you say no. Why I should leave the old one. Then in your first, second, or third week is chaos. You will have massive imposter syndrome. Then you need. And the new company needs to help you to integrate and bring you to your full potential in the new status quo. This is exactly what is the sector change model. There are a lot of things on the Internet that you can check and learn more about, and it's a very helpful tool for you to manage and drive change. Friends, I hope you enjoy this podcast. I have just one announcement. I am about to release my new course on the PMBOK Guide Seventh Edition, so stay tuned.
The course page is already in place. Is rvarg.as/pmbok7 check outs on social media. And the course will be released very soon. And it will talk about this model and several other things. I hope you enjoy this podcast and see you next week with another Five Minutes Podcast.
