1. Change and Transition Management: – Excerpts From A WorkshopBy
Nancy Lorsch, Ph.D.
Lorsch, Berke & Associates
Lorsch, Berke & Associates

2. 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
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3. 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
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4. 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)?”
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5. Management’s Challenge
To simultaneously:
Process personal concerns
Provide help and support to your employees
Provide leadership and…..
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6. Response To The Challenge: Leading Transition Support
Desirable leadership behaviors during successful transitions focus on both:
task issues
people issues
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7. 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
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8. A Model For Understanding Change And Transition
PRESENT
STATE
TRANSITION
STATE
FUTURE
STATE
Adapted from William Brideges Managing Transitions: Making the Most of Change
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9. 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
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10. 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
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11. What To Expect During The Transition Phases
IN-BETWEEN ……
Depression
Suffering
…..
ENDINGS
Shock
…..
REORIENTATION
….. ……
Exploration
…….
Contact Lorsch, Berke & Associates for more
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12. 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
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13. 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
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14. 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
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15. 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
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16. 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? ……
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17. 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
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