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| − | <<formTiddler <missing '>>'>[[NewBookTemplate|NewBookTemplate]]>><data>{"Author":"William Bridges"}</data>
| + | Managing Transitions: Making The Most Of Change |
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| − | <html>
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| − | <iframe src="http://rcm.amazon.com/e/cm?t=httptiddlyweb-20&o=1&p=8&l=as1&asins=0738213802&ref=qf_sp_asin_til&fc1=000000&IS2=1<1=_blank&m=amazon&lc1=0000FF&bc1=000000&bg1=FFFFFF&npa=1&f=ifr" style="width:120px;height:240px;" scrolling="no" marginwidth="0" marginheight="0" frameborder="0"></iframe>
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| − | </html>
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| − | | |
| − | =Summary=
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| − | (copied from http://rapidbi.com/london-marathon-change-transition-model/ and http://fcg.nbc.gov/documents/managing_transitions.pdf)
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| − | See
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| − | <html><a href="/static/files/Softskills/Change%20Management/managing_transitions.pdf">this</a></html>
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| − | summary in pdf form.
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| − | Bridges three stage model:
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| − | * Letting go
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| − | * Neutral zone
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| − | * New beginnings
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| − | <html><img src = "http://rapidbi.com/wp-content/uploads/2011/06/marathon-change-model-300x201.png" width="400"/></html>
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| − | ==Letting go==
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| − | Bridges focus for success to to manage the ending and to help people to let go by:
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| − | * Clearly define what is over and what is not
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| − | * Officially mark the ending
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| − | * Honor the past
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| − | * Make it possible for people to take a piece of the past with them
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| − | * Remind people that change is occurring in the context of continually renewing and sustaining the organization
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| − | == Navigating the neutral zone==
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| − | * Try to normalize it – acknowledge that it can be uncomfortable, but it can also be used to peoples advantage
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| − | * Provide on going training, policy changes and rewards & recognition
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| − | * Protect people from other changes
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| − | * Create temporary policies, procedures, roles etc as needed
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| − | * Define short term goals & objectives
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| − | * Encourage risk taking & experimenting
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| − | * Step back and take stock – encourage others to do the same
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| − | * Don’t push for closure – and certainly no too soon
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| − | == Help people commit to the new beginning==
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| − | * “Starts” can happen “on-time” – the beginning may not!
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| − | * Clarify and communicate the purpose of the change.. and again, and again, and again!
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| − | * Help people understand as soon as possible what part they play in the new world
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| − | * Help people identify their skills and contributions
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| − | * Walk the talk!
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| − | * Hold people accountable for making changes, and recognize & reward them for it
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| − | * Build opportunities for quick success to build confidence
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| − | * Ask for commitment
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| − | * Celebrate!
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| | [[Category:management]] | | [[Category:management]] |
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| | [[Category:Change Management]] | | [[Category:Change Management]] |
