managing change
DESCRIPTION
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?. - PowerPoint PPT PresentationTRANSCRIPT
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
AvoidanceScepticism
CreativityAcceptance
Impatience
HopeEnergy
EnthusiasmProductivity
THE TRANSITION PROCESSNEW BEGINNINGS(recommitment)
ENDINGS(reconciliation)
EXPLORATION(reorientation)
DenialAnxiety
ShockFear
StressConfusion
AvoidanceScepticism
CreativityAcceptance
Impatience
HopeEnergy
EnthusiasmProductivity
THE TRANSITION PROCESSNEW BEGINNINGS(recommitment)
ENDINGS(reconciliation)
EXPLORATION(reorientation)
DenialAnxiety
ShockFear
StressConfusion
AvoidanceScepticism
CreativityAcceptance
Impatience
HopeEnergy
EnthusiasmProductivity
THE TRANSITION PROCESSNEW BEGININGS(recommitment)
ENDINGS(reconciliation)
EXPLORATION(reorientation)
DenialAnxiety
ShockFear
StressConfusion
AvoidanceScepticism
CreativityAcceptance
Impatience
HopeEnergy
EnthusiasmProductivity
KEY TO SUCCESSFUL TRANSITION
Information
SupportThe Four P’s
PurposePicture
PlanPart
ClarityWhat is ending…And what is not.
ClimateBe deliberate and
About inclusive
A STRATEGIC FIVE STEP PROCESS
1. Establish the case for Change2. Develop a Vision for Success3. Build the Game Plan4. Manage the Transition5. Sustain Momentum by building
Habitual Practice
YOUR ROLE IN LEADING CHANGE NEW BEGINNINGSENDINGS EXPLORATION
Be EmpatheticMark the endingAcknowledge losses
Reinforce need for changeShare information
Provide structure
Celebrate progress
Define roles & responsibilities
Provide training
Encourage personal responsibilityDiscover the future together
Build alliancesCelebrate 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
