Introduction to Change Style Preference (CSI)

While psychometric assessment can serve as a valuable tool for understanding self and others, it can also be misused. The CSI has no right or wrong, "better" or "worse" style or score. There is no preferred place to be on the change style continuum. Successful people know that different work situations and circumstances require different types of responses. To respond most effectively to a given change situation may require an individual to behave in a manner that is outside a personal change style comfort zone. While preferred style is a characteristic of personality, actual response to a change situation is the choice of the individual. When a participant understands his/her own personality and change style and the current situation, it is easier to "go against the grain" if necessary and choose a response which produces a desired outcome.

The CSI is designed to capture an individual's preference in approaching change. The results of the CSI will place participants on a continuum ranging from a Conserver style to an Originator style, with the Pragmatist style occupying the middle of the continuum. The closer to one end of this continuum, the stronger the preference for a conserver or originator approach to change. The closer to the center of the continuum, the greater the preference for a pragmatist approach to change. Scores on the CSI represent strength of preference, not degree of effectiveness or proficiency at utilizing a particular change style. Individuals may display preferred conserver, pragmatist, or originator behaviors which are either highly effective or highly ineffective.

The CSI indicates preference, not effectiveness or skill at utilizing a preferred change style. The CSI is designed to capture an individual's preference in approaching change. The results of the CSI will place participants on a continuum ranging from a Conserver style to an Originator style, with the Pragmatist style occupying the middle of the continuum. The closer to one end of this continuum, the stronger the preference for a conserver or originator approach to change. The closer to the center of the continuum, the greater the preference for a pragmatist approach to change. Scores on the CSI represent strength of preference, not degree of effectiveness or proficiency at utilizing a particular change style. Individuals may display preferred conserver, pragmatist, or originator behaviors which are either highly effective or highly ineffective. The CSI indicates preference, not effectiveness or skill at utilizing a preferred change style

Effectiveness and Change Style Preference

The effectiveness of a preferred change style depends upon two factors: skill in the execution of the preferred change style the situational appropriateness of a preferred change style. Clearly, there are times when a gradual, incremental approach to change is most appropriate and times when such an approach could not produce the desired results in the time available. In other situations, the best approach may not be apparent or may actually fluctuate. The ability of an individual, team, division, or organization to advocate for and/or respond to change effectively will hinge upon: ability to assess and understand the situation awareness of preferred or predictable individual, team, or organizational response to the situation flexibility in adjusting and adapting the actual response so that it is consistent with the given situation and the desired or preferred outcome

Overview of Tool

Change Style Characteristics have proven accurate and informative in describing conservers, pragmatists, and originators. The discussion compares and contrasts the three change styles in a manner that highlights potential advantages as well as potential shortcomings of each change style preference. It should be emphasized that the three change styles are, to some degree, artificially discrete profiles on a truly non-discrete continuum. The three styles are identified and defined to make the change continuum more useful and applicable. Very different characteristics describe those at the ends of the continuum, the strong conserver and originator, and the center position, the pragmatist. The transition from one style to another is certainly gradual at best and provides gray areas where description and definition are less predictable. There is not a "clean break" from one change style preference to the next. The pragmatist style is defined, for purposes of this assessment tool, as the middle 50 percent of the general population, with conservers and originators occupying 25 percent of the population at either end of the continuum. A pragmatist who falls near the conserver range may look more like a conserver than a pragmatist who falls near the originator end of the continuum.

Q1. CSI Characteristics

Provide a minimum of three characteristics for each of the three styles:

Conservers

Pragmatists

Originators

Q2. Perceptions of Preferred Change Preference

It is interesting to note the perceptions of each change preference toward other change preferences. These perceptions play a significant role in efforts to improve individual and organizational behavior, and often contribute significantly to conflicts between individuals and teams within an organization. Much of the conflict found in organizations today (at the individual, team or organizational level) could be better understood and managed through understanding and use of the change style continuum. Current and prevalent attitudes in our society reinforce the belief that if someone sees or understands something differently, they are wrong. This false dichotomy is the source of endless and, in terms of productivity, costly, organizational warfare. Through effective use of the CSI, it is possible to reframe conflict from positions of right or wrong to simple differences in perspective and style. Such differences in perspective, when managed with respect for another style, can create better outcomes than either perspective independently. This approach embraces the concept of synergy as well as Bohm's work on dialogue.

1. Using your own CSI results as the foundation for your response; what perceptions do you have of the other two preferences?

Please list at least two perceptions for each of the other two styles:

Q3. Understanding both the personal and interpersonal dynamics created by preferred change style offers insight into several commonly asked change-related questions.

Using the information contained in the power point and the CSI workbook on the three styles respond to the specific questions below:

1. Why do some people appear so threatened by change and intent upon preserving the status quo?

2. Why do some people appear constantly dissatisfied with the status quo and ready to challenge the existing paradigm?

3. Why are some people able to balance all perspectives and see both sides of an issue while others cannot?

4. Why do some people respond so effectively to gradual incremental change while others seem always oriented toward radical, systemic change?

Q4. Your Results on the CSI

1. Provide your CSI style and score:

2. What are your key take-aways regarding your style?