Recently my workplace switched from the software package staff had been using for a decade. My co-workers and I were all slightly panicked at having to learn and efficiently use a new software package in a busy work environment. The trainers tried to soothe us, but to no avail.
A great organisational psychology model which would have helped my co-workers and I stress less about this change would be Appreciative Inquiry (AI). Originating alongside positive psychology, AI focuses on the quality of the social connections between people in the workplace. It encourages the perspective that positive change in the workplace is caused by positive emotions including those of anticipation and togetherness. Although it is acknowledged that positive change can also be caused by negative emotions such as stress and fear, the change will only be short term. If my co-workers and I continued to feel panicked at the prospect of using the new software package, it was likely that we would start off using it efficiently using teamwork, then over time become slower and more individualistic at using it. Whereas if we were open to and optimistic about this change, it would be more likely that we would consistently use the software package together efficiently.
The AI model can be split into four steps: Discovery, Dream, Design and Destiny. These steps can be applied to my workplace change: The Lead Team discovered the new software package and thought about whether it would assist in the future direction of our organisation. Then it was planned what changes had to be made and how to ensure the software package could be included in our everyday work environment.
Another psychology model that would have helped my co-workers and I stress less is The Three Good Things exercise. Writing down three positive aspects of our day related to learning the new software package would have assisted us in focusing on the positives rather than the negatives.