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Managing transitions

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Managing transitions

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The veteran business consultant William Bridges explains the meaning of a transition and how to manage the process successfully during an organizational change. The innovation makes the business world transforming in a fast pace. Managing transitions can be the key for the survival of the company in the new world.

The veteran business consultant William Bridges explains the meaning of a transition and how to manage the process successfully during an organizational change. The innovation makes the business world transforming in a fast pace. Managing transitions can be the key for the survival of the company in the new world.

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Managing transitions

  1. 1. TRANSITIONS MANAGING
  2. 2. William Bridges TheAuthor (1933-2013) “Oneofthetenmostpopularexecutivedevelopment consultantsintheUnitedStates” --- WallStreetJournal
  3. 3. Many people believe …
  4. 4. change Transition
  5. 5. Re-organization Relocation Company Merge
  6. 6. All of these are changes Re-organization Relocation Company Merge
  7. 7. None of them is a transition Re-organization Relocation Company Merge
  8. 8. Transition is the psychological process of accepting and working through the change
  9. 9. The importance of managing transition is almost self-evident
  10. 10. Yet many companies Overlook forget ignore
  11. 11. Managingtransitionmeans helpingpeoplemove through it Smoothly
  12. 12. the key confidence trustis to build
  13. 13. The transition is a three-process phase Ending Neutralzone beginning
  14. 14. ENDING Neutral Zone Beginning They can happen in sequence or concurrently
  15. 15. Without careful management of the processes …
  16. 16. New Beginning will neverTake place
  17. 17. Ending
  18. 18. “Before you can begin something new, you have to end what used to be.”
  19. 19. Beveryclear END What is going to end Who is going to suffer
  20. 20. A strategy is needed to help those people work through the inevitable shock
  21. 21. We can achieve that by taking simple but indispensable steps
  22. 22. Help people understand
  23. 23. of the change needs to be defined as clear as possible unintended consequence And, even
  24. 24. Once the change and its consequence are understood,
  25. 25. we have to identify whoare those people going to lose
  26. 26. we have to identify exactly they are whoare those people going to lose whatgoing to lose
  27. 27. subjective and emotional losses are as real as any other kind of loss
  28. 28. Strong reaction will follow
  29. 29. People may seem to overreact -- Strong responses are not overreactions-- understand theirpainpoints
  30. 30. sincere sympathy communicate clearly with and offer compensation
  31. 31. Never lie Never hide Always keep people up-to-date
  32. 32. Be firm about the ending
  33. 33. Spanish Conquistador Hernando Cortez (1485-1547) even in some dramatic way to make the point
  34. 34. burnt his ships at Vera Cruz, Mexico Spanish Conquistador Hernando Cortez (1485-1547)
  35. 35. no way back to Spain making it very clear to his men Spanish Conquistador Hernando Cortez (1485-1547)
  36. 36. Neutral Zone
  37. 37. As one phase ended and new phase has not yet begun
  38. 38. chaotic confusing and the neutral zone is
  39. 39. A time of Breakdown Breakthrough A time of or It can be …
  40. 40. Keep our demands reasonable
  41. 41. limit the number of changes to oneatatime
  42. 42. If several changes are going to happen simultaneously …
  43. 43. prepare people and help them to overallpicture understand what is the
  44. 44. Creativity is the key
  45. 45. Old policies and ways of working harderthan it needs to be alwaysmakethetransition
  46. 46. be prepared to breakold rules
  47. 47. and ,let your creativity flow
  48. 48. concise goals
  49. 49. Set concise goals achievablein the short term to keep spirits up
  50. 50. well and help people to communicate among themselves GOalcommunicate
  51. 51. most famous example of passage through a neutral zone
  52. 52. 40-years sojourn of the Israelites in the desert to which Moses led them
  53. 53. It was in the desert where Israelites became a nation strong enough to invade and conquer Canaan
  54. 54. However, on the border of Canaan, The people were afraid and wanted to return to Egypt
  55. 55. They complained about the leader and Rebellions broke out
  56. 56. In neutralzone, there is noeasytime
  57. 57. Beginning
  58. 58. No one knows the future New beginnings are always risky
  59. 59. To Succeed at the new beginning, remember the four “P’s”
  60. 60. Picture Purpose Plan Part
  61. 61. Make the objective of the new beginning clear and leave no doubts
  62. 62. Picture
  63. 63. the transition plan addresses personal, subjective, and psychological aspects of the process
  64. 64. Part Everyone must play a part in the transition Itisteamwork
  65. 65. Additional few rules will also help us to keep the new beginning on track
  66. 66. Our actions should reinforce and support the goal we communicated CONSISTENCY
  67. 67. to boost the team’s confidence earlyandlow-riskwins
  68. 68. the new beginning Symbolsare powerful tools to deliberately reinforce
  69. 69. to mark the new beginning successparty with a celebration
  70. 70. In Summary …
  71. 71. Organizations, like people changeall the time
  72. 72. Where there’s change, there’s transition
  73. 73. The transition is a three-process phase Ending Neutralzone beginning
  74. 74. Managing transition is about Helping people deal with uncertainty fear&
  75. 75. The core elements are truthfulness claritycommunication Consistency
  76. 76. your commitments Honor neverlie
  77. 77. It will help your transition Promisedland Program to reach its
  78. 78. www.innodiary.org

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