Managing Change in Uncertain Times
Welcome to Nanci’s Notions blog! We encourage our readers to engage in a discussion of some of the leading challenges/concerns facing individuals, groups and organizations in the 21st century.
APLS Group’s first topic for discussion in 2009 is Managing Change.
We have received numerous requests for designing and delivering some type of “Managing Change” workshops or events in 2007/2008 or provided Coaching to others who were charged with leading this critical Organization Development initiative in their organization.
We begin the conversation with a question submitted from one of our past workshop participants:
Q: It seems that whenever I look around, everything is changing in the workplace…..processes, procedures and people. At times it feels fragmented, confusing and overwhelming! Are there any tips or strategies for helping me understand my reactions and begin to accept these changes?
A: You are not alone in your observation of the change happening around you and your reaction to it. According to some of the top consultants in the filed, change continues to come at us at a faster and faster rate and cannot be ignored. The experts also stress that there are many “myths” about change in the workplace, including the idea that we should be “at war with change” and that by being adversarial it will go away.
The truth is as individuals we need to learn how to take charge of change rather than letting it take charge of us. One tool to help you is the “The Transition Model” that was developed by William Bridges. In his “Managing Transitions: Making the Most of Change” book, Bridges emphasizes that in order for change to be successful, transitions need to occur. He explains that transition involves three distinct stages – the ending, the neutral and the new beginning.
Stage One: Endings— this is the starting point of the transition in which you have to leave the old situation behind or “let go”. Nothing undermines organizational change more than the failure to consider who will have to let go of what and giving people a time “to grieve” the ending of what they have known.
Stage Two: Neutral—this is the limbo state between the old sense of reality and the “new way of business”. It’s a time when the old way is gone and the new way doesn’t feel comfortable. This is a critical time and employees are looking to their managers for direction, support and structure.
Stage Three: New Beginning—to make the new beginning successful, individuals in an organization need the 4 P’s: purpose, picture, plan and part to play. Beginnings involve new understanding, new values, new attitudes and most of all new identities.
What are your thoughts on the topic? What are some of your challenges or best practices related to Managing Change? I look forward to hearing from you soon!
Nanci, Do you have any specific advice for interacting / communicating with co-workers whom have been notified that they are losing their jobs due to an organizational change? Many people aren’t sure what to say, how to say it, etc. for fear of hurting the person or saying the “wrong” thing and just making the situation worse.