ROSE CLEMENTS / HR DIRECTOR – MICROSOFT

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Presentation transcript:

ROSE CLEMENTS / HR DIRECTOR – MICROSOFT MANAGING CHANGE ROSE CLEMENTS / HR DIRECTOR – MICROSOFT

“The journey of discovery is not always about seeking new lands, but in seeing with new eyes” Marcel Proust

THE CHANGE CURVE Stability (denial) Doubt (resistance) Hope (exploration) Capability (commitment) Where Are You? Where Is Your Business? Contentment Comfort Perceived competence Clarity Relationships Security Denial Confusion Loss Blame Incompetence Regrets Fears Change Exploration Skill development Connections More clarity Inquiry Direction Enthusiasm Confidence Satisfaction Productivity Commitment New stability level

TRANSITION vs. CHANGE

THE TRANSITION PROCESS ENDINGS (reconciliation) EXPLORATION (reorientation) NEW BEGINNINGS (recommitment) Productivity Enthusiasm Energy Hope Impatience Denial Acceptance Anxiety Beginning Creativity Shock Scepticism Fear Stress Avoidance Confusion

THE TRANSITION PROCESS ENDINGS (reconciliation) EXPLORATION (reorientation) NEW BEGINNINGS (recommitment) Productivity Enthusiasm Energy Hope Impatience Denial Acceptance Anxiety Creativity Shock Scepticism Fear Stress Avoidance Confusion

THE TRANSITION PROCESS ENDINGS (reconciliation) EXPLORATION (reorientation) NEW BEGINNINGS (recommitment) Productivity Enthusiasm Energy Hope Impatience Denial Acceptance Anxiety Creativity Shock Scepticism Fear Stress Avoidance Confusion

THE TRANSITION PROCESS ENDINGS (reconciliation) EXPLORATION (reorientation) NEW BEGININGS (recommitment) Productivity Enthusiasm Energy Hope Impatience Denial Acceptance Anxiety Creativity Shock Scepticism Fear Stress Avoidance Confusion

KEY TO SUCCESSFUL TRANSITION Information Support Structure Clarity What is ending… And what is not. Climate Be deliberate and About inclusive The Four P’s Purpose Picture Plan Part

A STRATEGIC FIVE STEP PROCESS Establish the case for Change Develop a Vision for Success Build the Game Plan Manage the Transition Sustain Momentum by building Habitual Practice

YOUR ROLE IN LEADING CHANGE ENDINGS EXPLORATION NEW BEGINNINGS Celebrate success Build alliances Discover the future together Encourage personal responsibility Provide training Ensure meaningful work Be Empathetic Define roles & responsibilities Mark the ending Celebrate progress Acknowledge losses Reinforce need for change Be approachable Share information Provide structure

Call to Action… Understand the Change Curve Apply the five step strategic plan Three keys to success: Information, Structure, Support