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Transitioning Change
Building a culture willing to embrace change
The ability to manage change is developed through understanding the process of change and accepting challenges and opportunities from a new perspective.
Change is not a one - time phenomenon but a permanent business partner. The first task of change management is to understand the destination and how to get there. The next task of transition management is convincing people to leave home. Experience shows that at some point, from the old to the new in any organization, leaders inevitably wonder to themselves “What is taking everyone so long- don’t they get it?”
This is a signal to move back into the organization and meet people where they are in the change process. By encouraging, supporting, reassuring, communicating and coaching people toward embracing the new beginning, one can be more successful in leading more effectively through the process of change.
MGI concentrates on two key components in the process of change:
- Change itself, which is the event, and
- Transition, the process and period of adjustment in adapting to the change.
| Change introduces transition. Change is complete when a critical mass of individuals in the organization leaves the old situation behind to embrace, and accept a new way. The challenge is to minimize performance loss as employees struggle to commit to a new and different way.
This program begins the journey by setting a common focus and reference, to minimize transition time and bring performance quickly back to productive levels.
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