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A transition management plan is a people plan that moves people through three steps: (1) leaving the past behind, (2) getting through chaos, and (3) emerging with new attitudes and behaviors. Step one involves managing endings through negotiating losses and closure. Step two focuses on the chaotic period between endings and new beginnings by creating temporary structures and outlets. Step three centers on marking new beginnings through events and symbols, while managing expectations and tapping into the power of new starts. The plan differs from change management by focusing on the human aspect of change.
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27+transition+management+ +the+people+part+of+change (1)
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- 3. What they think theyare losing What they don’t know 3
- 4. 4 Negotiates looses anddeals with the unknown
- 5. A transition managementplan is not a change plan. It is a PEOPLE plan. It moves people forward, step by step, through the process of: 1. Leaving the past behind 2. Getting through and profiting from chaos 3. Emerging with new attitudes and behaviors 5
- 6. 6 Anxiety Anger Bargaining Sadness Disorientation Depression
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- 8. 8 A. Anxiety risesand motivation falls. B. Disoriented and self-doubt. C. Becoming resentful and self-protective. D. People can become polarized E. Energy is drained away into coping tactics. F. More work is missed than at other times. G. Systems and services can become less reliable
- 9. A transition managementplan differs from the change management plan. A transition management plan is a PEOPLE plan. It moves people forward, step by step, through the process of: ▪ Leaving the past behind ▪ Getting through the wilderness and profiting from it ▪ Emerging with new attitudes, behaviors and identity 9
- 10. Honor Endings StabilizationCommunications Planning DepartureAnnouncement MarkNew Beginnings Leadership IntegrationCommunications Planning SelectionAnnouncement Communicate Stabilization Messages Manage New LeadershipTransitions Introduction and Relationship Building New Leadership Impact Analysis ImpactAnalysis of the Interim Stabilization Plan DepartureCommunications Planning ImpactAnalysis of the Departure Manage Stabilization PeriodTransitions Departure of the Present Executive Stabilization During the Interim Introduction and Integration of the New Executive
- 11. Step one ina transition management plan
- 12. It’s not thechanges, it’s the losses 12 Managing endings.
- 13. “All changes, eventhe most longed for, have their melancholy; for what we leave behind is part of ourselves…” Antoine France Writer 13 Managing endings.
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- 16. 16Managing endings. A. Anxiety B.Anger C. Bargaining D. Sadness E. Disorientation F. Depression
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- 20. Two steps thatprepare the way to closure. 20 Managing endings.
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- 23. Step two ina transition management plan Between endings and new beginnings
- 24. 24 A. Motivation fallsand anxiety rises. B. People become resentful and self-protective. C. Energy is drained away into coping tactics. D. Absenteeism goes up. E. People leave. F. Quality falls, less work gets done . G. People can become polarized. H. It’s a great opportunity for the competition.
- 25. A. The “old”no longer works B. The “new” doesn’t work yet C. People are more likely to go away figuratively and literally D. There a fewer times more open to creativity 25
- 26. Create appropriate metaphorsfor the chaotic zone. 26
- 27. 1. Create temporary“scaffolding” structures where necessary Temporary procedures and agreements Temporary roles, reporting relationships, or configurations 2. Have appropriate outlets and support available 27
- 28. 1. Talk, communicate,socialize 2. Quell rumors 3. Create a team-level charter 4. Strongly connect the team to the organization's mission 5. Clarify working agreements and milestones 6. Recognize and reward teamwork 28
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- 30. The ITleadership team has the skills to effectively lead us through the organizational consolidation The IT organization has a successful track record helping people negotiate change The new IT strategy is clear to me 30
- 31. I havea positive and exciting career ahead within this IT organization The IT organization has the wherewithal to successfully execute a change of this magnitude and scope I plan on continuing my employment here into the foreseeable future 31
- 32. A. Take stock,organizationally and individually B. Training in creativity and innovation C. Experiment D. Reframe setbacks/disadvantages as entry points into new solutions E. Brainstorm new answers to old problems F. Don’t push prematurely for certainty and closure 32
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- 34. Step three ina transition management plan “The secret is to have more beginnings than endings.” DaveWeinbaum
- 35. 35 A. Event orceremony B. Frame it in the cubical C. Print it on a coffee mug D. Wear it on a shirt E. Washable tattoos F. Brass plaque in the elevator bay G. A logo, icon or slogan on documents
- 36. Not toosoon - Endings and the chaotic zone have an organic, natural duration Not too late – Delay misses the emotional peak Manage expectations 36
- 37. “The only joyin the world is to begin.” Cesare Pavese ItalianWriter 37
- 38. 38 A. An eventor ceremony B. Frame it in the cubical C. Print it on a coffee mug D. Wear it on a shirt E. Washable tattoos F. Brass plaque in the elevator bay G. A logo, icon or slogan on documents
- 39. Not toosoon Endings and the chaotic zone have an organic, natural duration Not too late Delay misses the emotional peak 39
- 40. You don’thave to have had a drastic change to tap into the power of “new beginnings” Particularly important when people are entering new territory 40 “The only joy in the world is to begin.” Cesare Pavese Italian Writer
- 41. A newbeginning “ seals” an ending Something new represents a gamble Some people just like the chaotic zone 41
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Editor's Notes
- #11 The plan outlines the steps and schedule in which people will receive the information, training and support they need to make the transitionIt lays out the nature and timing of key events that mark the phases of the transitionA transition management plan differs from the change management plan in several ways. First it is much more detailed, addressing the change on the personal rather than the collective level.A transition management plans starts where people are and works forward, step by step, through the process of leaving the past behind, getting through the wilderness and profiting from it, and emerging with new attitudes, behaviors and identity.