February 1st, 2020 
Please read the Attachment to answer following questions as clearly as possible. (5-7 sentences minimum for every questions).
1. As a manager, how can The Change Curve help you coach your new team through the times ahead?
2. As a manager, explain when and why you should expect a dip in the productivity of your team in the weeks and or months ahead.
3. Explain why it is crucial to understanding the phenomenon of FUD as you guide your new team through the change. What happens when FUD is high?
(Note: Please check this in attachment to answer above question– the-fear-uncertainty-and-doubt-fud-factor)
4. What can you do as a manager to assure FUD does not get out of control?
5. There are 5 methods that can encourage change. What are those 5?
(Note — see this to answer above– tell-em-show-em-compel-em)
6.What method would you use for situations where you simply need your team to accept and comply to a change? Why that/those methods?
7. Lastly, what method would you use for situations where you need buy-in and lasting change? Why is that method necessary?
8.Change will almost certain bring about resistance from some members of your team. What are the 4 reasons people resist change and how should you address the resistance of others?
(Note==the-pushback-dealing-with-resistance– see this to answer)
9. Now, put yourself in the position of the team member and not the manager, how should you go about Managing Yourself Through Change?
(Note==managing-yourself-through-change –see this to answer above)
10. Lastly, there are two maxims in communicating change. What are those two? Which of the two is the most important of the two and why is that maxim so important?
(Note== see this to answer above –trust-matters)
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