This document outlines the phases of managing transitions: endings, the neutral zone, and new beginnings. It discusses the emotions and questions that commonly arise during each phase. For endings, it recommends that leaders acknowledge losses, honor the past, and mark the endings. During the neutral zone, it suggests explaining the phase, validating feelings, sharing information, and involving people in designing the new process. For new beginnings, the document proposes that leaders provide purpose, picture the future, plan next steps, and set clear goals to support employees through the transition.

1. Managing Transitions
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Roberto Giannicola
Learning and Dev. Consultant - Facilitator
Giannicolar@sbcglobal.net
www.Giannicola.com

2. STEP 1

3. STEP 1
Phases of Endings:
Endings
LOSS
Attachment
Influence
Structure
Security
Meaning
Relationships Direction

4. STEP 1
Phases of Endings:
Endings
EMOTIONS
Shock
Denial
Frustration Ambivalence
Anger
Sadness
Bargaining
Rejection

5. STEP 1
Phases of Endings:
Endings
WHY ?
Why us?
Why Now?
What did we do wrong?
Why didn’t we know?
Are you hiding something?
Am I in or Out?
Why me?

6. STEP 1
What Leaders Can Do
Endings
Acknowledge
the losses
Honor the Past
Mark the Endings

7. STEP 1
What Leaders Can Do
Endings
Sell the Problem First
Expect and Acknowledge a
Variety of Reactions

8. STEP 1
What Leaders Can Do
Endings
Give People Instructions

9. STEP 2

10. STEP 2
In Limbo
Neutral Zone
Disoriented
Anxiety over Future
Lack of Motivation
Lack of Productivity Low Participation
Rumors
Vague Directions
Insecurities
Complaining

11. STEP 2
Open Field
Neutral Zone
Potential
Innovations
Experimentation
Possible
Breakthroughs

12. STEP 2
What Leaders Can Do
Neutral Zone
Explain Neutral Zone
Validate Feelings
Admit you don’t have
all Answers
Be Optimistic
Share Info Often

13. STEP 2
What Leaders Can Do
Neutral Zone
Strengthen Intragroup
Support
Set Up Transition
Team
Feedback Boosting
Morale
Focus on What You
Can Control

14. STEP 2
What Leaders Can Do
Neutral Zone
Involve People in
Designing the “New”
Lead them to Innovate
Create Temporary
Structures

15. STEP 3

16. STEP 3
Acceptance
New Beginnings
Comfort
Positive Attitude
Settling into New Vision
Increased Productivity

17. STEP 3
Moving Forward
New Beginnings
Increased Clarity
Concerned about Being Successful
What is my New Role?

18. STEP 2
What Leaders Can Do
New Beginnings
Purpose

19. STEP 2
What Leaders Can Do
New Beginnings
Picture the Future

20. STEP 2
What Leaders Can Do
New Beginnings
Plan the Next Steps

21. STEP 2
What Leaders Can Do
New Beginnings
Part to Play?

22. Clear Goals and
Implementation
Well Being of
Employees in
Transition

23. Managing Transitions
----------------------------------------------------------
Roberto Giannicola
Learning and Dev. Consultant - Facilitator
Giannicolar@sbcglobal.net
www.Giannicola.com