Difference between revisions of "Managing Transitions: Making The Most Of Change"

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<a href="https://www.amazon.com/dp/0738213802">Managing Transitions: Making The Most Of Change</a>
 
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Latest revision as of 19:46, 27 August 2020

Author:William Bridges


Amazon link: Managing Transitions: Making The Most Of Change

Summary

(copied from http://rapidbi.com/london-marathon-change-transition-model/ and http://fcg.nbc.gov/documents/managing_transitions.pdf)

See

this 

summary in pdf form.

Bridges three stage model:

  • Letting go
  • Neutral zone
  • New beginnings



Letting go

Bridges focus for success to to manage the ending and to help people to let go by:

  • Clearly define what is over and what is not
  • Officially mark the ending
  • Honor the past
  • Make it possible for people to take a piece of the past with them
  • Remind people that change is occurring in the context of continually renewing and sustaining the organization

Navigating the neutral zone

  • Try to normalize it – acknowledge that it can be uncomfortable, but it can also be used to peoples advantage
  • Provide on going training, policy changes and rewards & recognition
  • Protect people from other changes
  • Create temporary policies, procedures, roles etc as needed
  • Define short term goals & objectives
  • Encourage risk taking & experimenting
  • Step back and take stock – encourage others to do the same
  • Don’t push for closure – and certainly no too soon

Help people commit to the new beginning

  • “Starts” can happen “on-time” – the beginning may not!
  • Clarify and communicate the purpose of the change.. and again, and again, and again!
  • Help people understand as soon as possible what part they play in the new world
  • Help people identify their skills and contributions
  • Walk the talk!
  • Hold people accountable for making changes, and recognize & reward them for it
  • Build opportunities for quick success to build confidence
  • Ask for commitment
  • Celebrate!
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