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“The outer forms of our lives can change in an instant, but the inner reorientation that brings us back into a vital relation to people and activity takes time. ” —William Bridges
What is going on in your organization or in your business right now? Are you about to be (or are you already) involved in a Merger or Acquisition? Downsizing? Restructuring? Expansion? Rapid growth?
Organizational changes come in many forms. Though necessary to the success and survival of your organization, these events put tremendous stress on the very people upon whose performance your organization depends.
When a Change happens, there is another process going on that is at least as powerful, and if not attended to, will almost certainly derail the change. That internal, psychological process is called Transitions.
The Difference between Change & Transition:
Change is an event. A new boss. A merger. A new accounting system. It's external. In a "change", something old simply stops and something new simply begins.
Transition is different. In a "transition", something takes place on the inside of us, both individually and collectively. It is a psychological process and is the direct result of change. It involves a gradual re-orientation in order to adapt positively to the change.
Do your employees seem to be "resistant to change"?
What managers describe as resistance to change is actually resistance to transition. People resist loss of identity; disorientation occurs between the old and the new ways, and there is a perceived risk of failure in a new beginning. Transitions are normal, natural processes with specific actions individuals and organizations can take to effectively and efficiently move toward the new beginning.
Most important, change and transition are interdependent —without successful transition, true change will be difficult or impossible.
What can you do to manage both Change and Transition?
Both Change and Transition can be, and indeed have been, successfully managed. It can be done with relatively little up front investment. It requires a combination of planning, education, communication, involvement, and patience.
However, good plans become only good intentions without follow-through and leadership.
AdVantage Consulting can:
- Work with you to help your employees understand the difference between Change and Transition and develop solid strategies for dealing with each of them
- Help you to embed strategies for dealing with Change and Transition in your overall plans
- Create communications plans tied to the timing of major milestones in the Changes and tailored to specific audiences
- Design and implement training workshops for both management and employees
- Develop plans and methods for engaging your managers and employees in embracing and implementing the changes
We offer workshops and consulting to help you achieve maximum benefits and maximum profits from your change initiatives.
Let us show you how to make Change and Transition work for you not against you!!!
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