《Leadership_introduction_lecture领导力》（英文版）.pptVIP

HOW DO PEOPLE REACT TO CHANGE ? Change vs. Transition Source: William Bridges, Managing Transitions. Process of Transition ENDINGS NEUTRAL ZONE NEW BEGINNINGS CHANGE CONSULTANTS INCORPORATED Managing Transitions of People Unless the impact of change on people is addressed, any change effort will not succeed. CHANGE CONSULTANTS INCORPORATED Stability (Status Quo) Immobilization (Shock) Denial Anger Bargaining Depression Testing Acceptance Endings: Process of Grieving Managing Endings CHANGE CONSULTANTS INCORPORATED CHANGE CONSULTANTS INCORPORATED Area of Ritual Area of Anchor HELPING PEOPLE LET GO Prepare them long before the changes will take place What will change and what will remain Acknowledge the losses openly and sympathetically Try to compensate for the losses Let the person take a piece of the old way with Area of Learning What continues What will be new What is over Managing Endings CHANGE CONSULTANTS INCORPORATED Area of Ritual Area of Anchor Give people information and do it again and again; define what is over and what isn’t (Communication Plan) Elaborate on the new vision after the changes have been completed; emphasize how they will be benefited by the new vision or state Mark endings; use meaningful rituals and show how endings ensure continuity of what reality matters Treat the past with respect Area of Learning What continues What will be new What is over Managing Endings CHANGE CONSULTANTS INCORPORATED Area of Ritual Area of Anchor Accept the reality and importance of subjective losses in times of change Expect and accept the signs of grieving, don’t be surprised by over reactions Create a Transition Plan to provide a systematic and planned implementation of activities to address the impact of change on people Identify who is losing what and their reactions to change Create a Communication Plan to provide direction for all communication efforts to individuals, groups and the entire organization