managing change 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 CURVEStability(denial)

Capability(commitment)

Doubt(resistance)

Hope(exploration)

Contentment Comfort Perceived

competence Clarity Relationships Security

EnthusiasmConfidenceSatisfactionProductivityCommitmentNew stability level

Denial Confusion Loss Blame Incompetence Regrets Fears

Change Exploration Skill development Connections More clarity Inquiry Direction

Where Are You?

Where Is Your

Business?

TRANSITION vs. CHANGE

THE TRANSITION PROCESSNEW BEGINNINGS(recommitment)

ENDINGS(reconciliation)

EXPLORATION(reorientation)

DenialAnxiety

ShockFear

StressConfusion

Avoidance

Scepticism

Creativity

Acceptance

Impatience

HopeEnergy

EnthusiasmProductivity

THE TRANSITION PROCESSNEW BEGINNINGS(recommitment)

ENDINGS(reconciliation)

EXPLORATION(reorientation)

DenialAnxiety

ShockFear

StressConfusion

Avoidance

Scepticism

Creativity

Acceptance

Impatience

HopeEnergy

EnthusiasmProductivity

THE TRANSITION PROCESSNEW BEGINNINGS(recommitment)

ENDINGS(reconciliation)

EXPLORATION(reorientation)

DenialAnxiety

ShockFear

StressConfusion

Avoidance

Scepticism

Creativity

Acceptance

Impatience

HopeEnergy

EnthusiasmProductivity

THE TRANSITION PROCESSNEW BEGININGS(recommitment)

ENDINGS(reconciliation)

EXPLORATION(reorientation)

DenialAnxiety

ShockFear

StressConfusion

Avoidance

Scepticism

Creativity

Acceptance

Impatience

HopeEnergy

EnthusiasmProductivity

KEY TO SUCCESSFUL TRANSITION

Information

Support

Structure

The Four P’sPurposePicture

PlanPart

ClarityWhat is ending…And what is not.

ClimateBe deliberate and

About inclusive

A STRATEGIC FIVE STEP PROCESS

1. Establish the case for Change

2. Develop a Vision for Success

3. Build the Game Plan

4. Manage the Transition

5. Sustain Momentum by building Habitual Practice

YOUR ROLE IN LEADING CHANGE

NEW BEGINNINGSENDINGS EXPLORATION

Be Empathetic

Mark the ending

Acknowledge lossesReinforce need for change

Share informationProvide structure

Celebrate progress

Define roles & responsibilities

Provide training

Encourage personal responsibility

Discover the future togetherBuild alliances

Celebrate success

Ensure meaningful work

Be approachable

Call to Action…• Understand the Change Curve• Apply the five step strategic plan• Three keys to success:

Information, Structure, Support