The People Part of the Change Equation Transition Management
Jun 14, 2015
The People Part of the Change Equation
Transition Management
The complete picture of change
People’s reaction
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Structural
changes
Change
Transitions
AttitudeAdoption
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Managing the people side of changeDuring change people tend to focus on:
What they think they are losing
What they don’t know
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Transition managementNegotiates looses and deals with the unknown
Strategies to overcome resistanceCreate a transition management plan
A transition management plan is not a change plan. It is a PEOPLE plan.
It moves people forward, step by step, through the process of:
1. Leaving the past behind2. Getting through and profiting from chaos3. Emerging with new attitudes and behaviors
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Normal behavior when dealing with the losses associated with endings caused by change
Anxiety Anger Bargaining Sadness Disorientation Depression
Illness strikes us when we are exposed to change.
HERODOTUS,GREEK HISTORIAN
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Risks if transitions are done badlyWhat have you seen?
A. Anxiety rises and motivation falls. B. Disoriented and self-doubt. C. Becoming resentful and self-protective. D. People can become polarizedE. Energy is drained away into coping
tactics. F. More work is missed than at other times. G. Systems and services can become less
reliable
Create a Transition Management Plan
A transition management plan differs from the change management plan.
A transition management plan is a PEOPLE plan.
It moves people forward, step by step, through the process of:
▪ Leaving the past behind▪ Getting through the wilderness and profiting
from it▪ Emerging with new attitudes, behaviors and
identity
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Honor Endings
Stabilization Communications Planning
Departure Announcement
Mark New Beginnings
Leadership Integration Communications Planning
Selection Announcement
Communicate Stabilization Messages
Manage New Leadership Transitions
Introduction and Relationship Building
New Leadership Impact Analysis
Impact Analysis of the Interim Stabilization Plan
Departure Communications Planning
Impact Analysis of the Departure
Transition Management Plan Example, Executive Change
Manage Stabilization Period Transitions
Departure of the Present Executive
Stabilization During the Interim
Introduction and Integration of the New Executive
Managing Endings
Step one in a transition management plan
1. Identify who is losing whatIt’s not the changes,
it’s the losses
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Managing endings.
2. Accept the reality and importance of subjective losses “All changes, even the most longed for, have their melancholy; for what we leave behind is part of ourselves…”
Antoine FranceWriter
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Managing endings.
3. Don’t be surprised at the depth of some reactions
Negotiating endings14
Managing endings.
4. Legitimize the losses
Negotiating endings15
Managing endings.
5. Expect and accept the signs of dealing with losses - What have you seen?
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A. Anxiety
B. Anger
C. Bargaining
D. Sadness
E. Disorientation
F. Depression
6. Compensate for the losses
Negotiating endings17
Managing endings.
7. Share information again and again
Communications Plan
8. Define what’s over and what isn’t
Negotiating Endings19
Managing endings.
9. Mark the endings 10. Honor the past
Two steps that prepare the way to closure.
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Managing endings.
11. Have people take a piece of the old way with them
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Managing endings.
12. Show the continuity of what really matters
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Managing endings.
Through the chaotic Zone
Step two in a transition management plan
Between endings and new beginnings
Risks in the chaotic Zone – What have you seen?
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A. Motivation falls and anxiety rises.
B. People become resentful and self-protective.
C. Energy is drained away into coping tactics.
D. Absenteeism goes up.
E. People leave.
F. Quality falls, less work gets done .
G. People can become polarized.
H. It’s a great opportunity for the competition.
1. Understand the chaotic Zone
A. The “old” no longer works
B. The “new” doesn’t work yet
C. People are more likely to go away figuratively and literally
D. There a fewer times more open to creativity
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2. Reorient and Redefine the chaotic Zone
Create appropriate metaphors for the chaotic zone.
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3. Temporary Systems for the chaotic Zone
1. Create temporary “scaffolding” structures where necessary
Temporary procedures and agreements Temporary roles, reporting relationships, or
configurations
2. Have appropriate outlets and support available
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4. Strengthen Teams
1. Talk, communicate, socialize
2. Quell rumors
3. Create a team-level charter
4. Strongly connect the team to the organization's mission
5. Clarify working agreements and milestones
6. Recognize and reward teamwork
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5. Monitor the transition
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Q1: Areas for Improvement
The IT leadership team has the skills to effectively lead us through the organizational consolidation
The IT organization has a successful track record helping people negotiate change
The new IT strategy is clear to me
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Q2: Areas of Strength
I have a positive and exciting career ahead within this IT organization
The IT organization has the wherewithal to successfully execute a change of this magnitude and scope
I plan on continuing my employment here into the foreseeable future
6. Use the chaotic Zone Creatively
A. Take stock, organizationally and individually
B. Training in creativity and innovation
C. Experiment
D. Reframe setbacks/disadvantages as entry points into new solutions
E. Brainstorm new answers to old problems
F. Don’t push prematurely for certainty and closure
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7. Don’t promise high output during the transition
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Launching New Beginnings
Step three in a transition management plan
“The secret is to have more beginnings than endings.”
Dave Weinbaum
The Secret: Symbolize the New BeginningWhat would you do?
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A. Event or ceremony
B. Frame it in the cubical
C. Print it on a coffee mug
D. Wear it on a shirt
E. Washable tattoos
F. Brass plaque in the elevator bay
G. A logo, icon or slogan on documents
Timing on New Beginnings
Not too soon - Endings and the chaotic zone have an organic, natural duration
Not too late – Delay misses the emotional peak
Manage expectations
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The Role and Power of a Symbolic New Beginning
“The only joy in the world is to begin.”
Cesare PaveseItalian Writer
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The Secret: Dramatize and Symbolize the New Beginning
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A. An event or ceremony
B. Frame it in the cubical
C. Print it on a coffee mug
D. Wear it on a shirt
E. Washable tattoos
F. Brass plaque in the elevator bay
G. A logo, icon or slogan on documents
Timing on new beginnings
Not too soon Endings and the chaotic zone have an organic, natural duration
Not too late Delay misses the emotional peak
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Symbolic new beginnings
You don’t have to have had a drastic change to tap into the power of “new beginnings”
Particularly important when people are entering new territory
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“The only joy in the world is to begin.”Cesare PaveseItalian Writer
Some people may resist a new beginnings
A new beginning “ seals” an ending
Something new represents a gamble
Some people just like the chaotic zone
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Good luck, and may all your change plans succeed!