Managing Transitions

Transcription

1 Managing Transitions 1 ANN MERRIFIELD, KAISER GROUP MAWD CONFERENCE 2012 Words of Wisdom from My Daughter: 2 1

2 Introductions How did it feel to be asked to change seats? Did you view it as a way to sit with someone new or was it an uncomfortable change Why are some people resistant to change? 3 Introductions Why is it difficult to maintain changes once they are made? What kind of support is necessary to maintain changes? 4 2

3 It s Not the Change, It s the Transition Change is situational Transition is psychological 5 The New Beginning Neutral Zone Ending, Losing, Letting Go 6 3

4 Accepting Change Changes of any sort finally succeed or fail on the basis of whether the people affected do things differently With a change, you naturally focus on the outcome the change produces Transition means to let go it starts with an ending 7 Accepting Transition 1. You must understand and expect the confusion 2. Don t try to escape 3. Don t escape from the neutral zone prematurely 8 4

5 Take the Quiz Are You Good At Change Add up the points for each question to find your change quotient Interpret Your Score Discuss with your small group 9 Questions for Discussion How does change make you feel? 10 Think of a change you ve gone through, either personally or professionally. What was it? How easy was it to let go? Are you on the other side? How is the new reality? 5

6 My job My church My sister What are your examples? My Examples 11 Helping Others Let Go Identify Who s Losing What Describe it Accept the Reality and the Importance Don t argue Don t be Surprised at Overreaction Acknowledge the Losses Openly and Sympathetically Pretending it doesn t exist stirs up the trouble Expect and Accept Signs of Grieving 12 6

7 Signs of Grieving 13 Denial Anger Bargaining Anxiety Sadness Disorientation Depression Letting Go Compensate for the Losses What can I give back to balance? Give People Information, and LOTS of It Define What s Over and What Isn t Leaders must put into words what s time to leave behind Mark the endings Cortes burned the ships Treat the Past with Respect 14 7

8 Letting Go 15 Yesterday s ending launched today s success, and today will have to end if tomorrow s changes are to take place. Endings are not comfortable for any of us. But they are also neither unprecedented breaks with the past nor attempts by those in power to make people s lives miserable. Change Management understand desired outcome Transition Management get people to leave home Leading People Through the Neutral Zone Normalize It Moses took the people out of Egypt, but it took 40 years to get Egypt out of the people. Redefine It Structure It Communicate It - ALOT 16 8

9 Encourage Creativity Take time to step back and take stock Provide training Encourage experimentation Embrace losses as entry point to new solutions Brainstorm new answers to old problems Accept ambiguity and disorganization 17 Launching the New Beginning 18 explain the paint a lay out a give each person a Purpose Picture Plan Part 9

10 But Ann, We Deal with Change Non-Stop!!! There is one fault that I must find With the twentieth century. And I ll put it in a couple of words: Too adventury. What I d like would be some nice dull monotony, If anyone s gotony. ODGEN NASH, AMERICAN POET 19 The New Beginning Neutral Zone Ending, Losing, Letting Go 20 10

11 Dealing With Nonstop Change Postpone Extra Changes Foresee as Much as You Can Do Worst-Case Scenarios Change as the Norm Clarify YOUR Purpose Rebuild Trust Unload Old Baggage If you tell the truth, you don t have to remember anything. Mark Twain Nelson Mandela One of the things I learnt when I was negotiating was that until I changed myself I could not change others. Mahatma Gandhi Be the change you wish to see in the world. 11

12 And in the words of my daughter: Ann Merrifield Curriculum Developer General Manager Training Coordinator Director of Assimilation Director of Procurement Business Development Coordinator??????????????????????