Managing Transitions: Making The Most Of Change

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!