Successfully reported this slideshow.

William Bridges - Managing Transitions

32

Share

Upcoming SlideShare
Managing transitions (1)
Managing transitions (1)
Loading in …3
×
1 of 23
1 of 23

William Bridges - Managing Transitions

32

Share

  1. 1. Managing Transitions ---------------------------------------------------------- Roberto Giannicola Learning and Dev. Consultant - Facilitator Giannicolar@sbcglobal.net www.Giannicola.com
  2. 2. STEP 1
  3. 3. STEP 1 Phases of Endings: Endings LOSS Attachment Influence Structure Security Meaning Relationships Direction
  4. 4. STEP 1 Phases of Endings: Endings EMOTIONS Shock Denial Frustration Ambivalence Anger Sadness Bargaining Rejection
  5. 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. 6. STEP 1 What Leaders Can Do Endings Acknowledge the losses Honor the Past Mark the Endings
  7. 7. STEP 1 What Leaders Can Do Endings Sell the Problem First Expect and Acknowledge a Variety of Reactions
  8. 8. STEP 1 What Leaders Can Do Endings Give People Instructions
  9. 9. STEP 2
  10. 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. 11. STEP 2 Open Field Neutral Zone Potential Innovations Experimentation Possible Breakthroughs
  12. 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. 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. 14. STEP 2 What Leaders Can Do Neutral Zone Involve People in Designing the “New” Lead them to Innovate Create Temporary Structures
  15. 15. STEP 3
  16. 16. STEP 3 Acceptance New Beginnings Comfort Positive Attitude Settling into New Vision Increased Productivity
  17. 17. STEP 3 Moving Forward New Beginnings Increased Clarity Concerned about Being Successful What is my New Role?
  18. 18. STEP 2 What Leaders Can Do New Beginnings Purpose
  19. 19. STEP 2 What Leaders Can Do New Beginnings Picture the Future
  20. 20. STEP 2 What Leaders Can Do New Beginnings Plan the Next Steps
  21. 21. STEP 2 What Leaders Can Do New Beginnings Part to Play?
  22. 22. Clear Goals and Implementation Well Being of Employees in Transition
  23. 23. Managing Transitions ---------------------------------------------------------- Roberto Giannicola Learning and Dev. Consultant - Facilitator Giannicolar@sbcglobal.net www.Giannicola.com

Editor's Notes

  • help people understand the purpose behindthe changes
  • help people imagine the future and how it willfeel to be in it
  • Plan: outline the steps and schedule in which people willreceive information, training and support
  • A Part to play: help people understand the role andrelationship to others in the new scheme
    1. 1. Managing Transitions ---------------------------------------------------------- Roberto Giannicola Learning and Dev. Consultant - Facilitator Giannicolar@sbcglobal.net www.Giannicola.com
    2. 2. STEP 1
    3. 3. STEP 1 Phases of Endings: Endings LOSS Attachment Influence Structure Security Meaning Relationships Direction
    4. 4. STEP 1 Phases of Endings: Endings EMOTIONS Shock Denial Frustration Ambivalence Anger Sadness Bargaining Rejection
    5. 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. 6. STEP 1 What Leaders Can Do Endings Acknowledge the losses Honor the Past Mark the Endings
    7. 7. STEP 1 What Leaders Can Do Endings Sell the Problem First Expect and Acknowledge a Variety of Reactions
    8. 8. STEP 1 What Leaders Can Do Endings Give People Instructions
    9. 9. STEP 2
    10. 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. 11. STEP 2 Open Field Neutral Zone Potential Innovations Experimentation Possible Breakthroughs
    12. 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. 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. 14. STEP 2 What Leaders Can Do Neutral Zone Involve People in Designing the “New” Lead them to Innovate Create Temporary Structures
    15. 15. STEP 3
    16. 16. STEP 3 Acceptance New Beginnings Comfort Positive Attitude Settling into New Vision Increased Productivity
    17. 17. STEP 3 Moving Forward New Beginnings Increased Clarity Concerned about Being Successful What is my New Role?
    18. 18. STEP 2 What Leaders Can Do New Beginnings Purpose
    19. 19. STEP 2 What Leaders Can Do New Beginnings Picture the Future
    20. 20. STEP 2 What Leaders Can Do New Beginnings Plan the Next Steps
    21. 21. STEP 2 What Leaders Can Do New Beginnings Part to Play?
    22. 22. Clear Goals and Implementation Well Being of Employees in Transition
    23. 23. Managing Transitions ---------------------------------------------------------- Roberto Giannicola Learning and Dev. Consultant - Facilitator Giannicolar@sbcglobal.net www.Giannicola.com

    Editor's Notes

  • help people understand the purpose behindthe changes
  • help people imagine the future and how it willfeel to be in it
  • Plan: outline the steps and schedule in which people willreceive information, training and support
  • A Part to play: help people understand the role andrelationship to others in the new scheme
  • More Related Content

    Related Books

    Free with a 30 day trial from Scribd

    See all

    ×