Change and Transition Management: – Excerpts From A Workshop By Nancy Lorsch, Ph.D. Lorsch, Berke & Associates Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com Agenda Impact/Reactions to Organizational Change Predictable Problems Context: A Model of Change & Transition Your Role/Behaviors in Support of Organizational Change Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

Predictable Problems When Change Occurs Uncertainty and ambiguity Mistrust Self-preservation Communication tangles Loss of team spirit Power struggles Low morale, weak commitment Productivity problems Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com Most Common Concerns PERSONAL: “What will happen to me?” CAREER: “Will I have a job? If so, will I be competent at it?......? ” FINANCIAL: “Should I put off plans to buy (... a car;...)?” “How will I pay my bills (;...mortgage)?” Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

Management’s Challenge To simultaneously: Process personal concerns Provide help and support to your employees Provide leadership and….. Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

Response To The Challenge: Leading Transition Support Desirable leadership behaviors during successful transitions focus on both: task issues people issues Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

Responding To The Challenge Understand how people (yourself included) react to change Help yourself, your management, and your employees deal with the unsettling effects of change Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

A Model For Understanding Change And Transition PRESENT STATE TRANSITION STATE FUTURE STATE Adapted from William Brideges Managing Transitions: Making the Most of Change Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

Understanding Change And Transitions It isn’t change that does you in--it’s the transitions (….contact Lorsch, Berke & Associates for more…..) Adapted from William Bridges Managing Transitions: Making the Most of Change Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

THE THREE PHASES OF TRANSITION DESIRED FUTURE STATE PRESENT STATE PHASE I PHASE II PHASE III ENDINGS > IN-BETWEEN > REORIENTATION Adapted from William Bridges Managing Transitions: Making the Most of Change Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

What To Expect During The Transition Phases IN-BETWEEN …… Depression Suffering ….. ENDINGS Shock ….. REORIENTATION ….. …… Exploration ……. Contact Lorsch, Berke & Associates for more Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

Desired Transition Behaviors Phase I: Endings MANAGERS Calm the troops ………… Commit to the change Control rumors ….. EMPLOYEES Acknowledge/understand emotional reactions …… ,,,,,, ……. Stay focused on the on-going work. Supporting Personal Well Being Organization Transition Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

DESIRED TRANSITION BEHAVIORS Phase II: In-Between MANAGERS ….. Provide assurances, reduce uncertainty Recognize/reduce resistance …… Continue making day-to-day decisions …… ……. EMPLOYEES Understand/acknowledge “psychological soreness” …….. Stay focused on on-going work …… Support special projects and transition work Supporting Personal Well Being Organization Transition Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

DESIRED TRANSITION BEHAVIORS Phase III: Reorientation MANAGERS Attend to those “lagging” behind Support curiosity …… ……. Shape and reinforce the new culture …….. Involve people in planning for the future EMPLOYEES …… ………. Understand new role and individual performance objectives Build positive relationships with new boss or coworkers …….. Supporting Personal Well Being Organization Transition Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

COMMUNICATION AS A LEADERSHIP TOOL DURING TRANSITIONS COMMUNICATE COMMUNICATE COMMUNICATE Be supportive of Company direction and higher management …… Explain why schedules and plans often change ……. Use multiple methods of communication Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com SO WHAT? NOW WHAT? How can you determine which phase of transition each of your employees is in? What actions might you take to more effectively guide and respond to employees during this transition? …… Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com

Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com NEXT STEPS Talk with Lorsch, Berke & Associates about enhancing workforce capability in the area of Change and Transition Management in your organization Lorsch, Berke & Associates 760-436-4853 nancy@lorschberke.com