Change has been a topic of discussion over the last weeks and months with clients. And all of it at a gallop!
For some it is organisational change – structures, working practices, business models.
For some it is people – change in CEO, directors, leaders, owners.
For others it is their job roles – either starting new ones, or realising old ones are no longer fit for purpose.
For others, it’s processes, ways of working and approach.
And all of this is happening in a world that is changing rapidly in so many ways, with the AI discussion touching nearly every social media post and article so it seems. Change though is more complex than one thing ending and another starting, and we often underestimate the impact of transition. Change and transition are different terms and focus on different elements, but are both equally important. Leaders need to be aware of, and attend to, both for the organisation and employees.
What is Change?
Change is about moving from one start to another. It is often a specific event, situational and is often linear and can be very practical, changing something, bringing something new in or letting go of something. We may bring this in and chose to do it ourselves, or may be done to us. Each will have an impact on how receptive we are to the change, manage it and transition through it.
The Impact of Transition & The Stages
William Bridges refers to transition as the process people go through in response to change. It’s a letting go, and is about reorientating ourselves internally to the change. This inner transition can be personal, psychological and emotional.
Often those planning change either forget that people need to transition, or don’t build enough time into the change process to allow that transition to happen fully. The more people are enabled to transition the more accepting and embracing they will be of the change.
Endings
The first phase of transition is recognizing what we’re losing and learning to handle those losses. This means figuring out what’s ending, what we’re leaving behind, and what we’re keeping. These losses could be relationships, ways of doing things, team members, or locations.
Neutral Zone
The second phase of transition is the neutral zone. It’s the in between stage between old and new. It’s important as this is when people move away from old ways of thinking, being and identities, to new ones. This can be confusing because the old familiar things are gone, but the new things haven’t settled in yet. People might feel uncertain, anxious, and confused during this time. It can affect their behaviour and how they work:
People might feel more stressed, less motivated, and might not perform well.
Old problems might come back, causing more issues, with different emotions on display: some stay quiet, some create problems, and others might feel emotionally overwhelmed, get mixed messages, and have unclear priorities.
Disagreements might increase among colleagues, affecting teamwork.
How then do we move forward from this stage?
New Beginnings
This stage is about having new ideas, values, and attitudes. It’s like having a burst of energy towards something new. Well-managed changes help people find new roles, new identities, understand their purpose, and feel renewed, clear on how they can contribute to the new world.
Successfully leading Change and Transition
If then you are embarking on or leading change within your organisation, here are some top tips for success.
1. Tell the organisation why the change is happening.
2. Listen to those affected by the change and understand how it impacts them.
3. Review if the organisation is ready for the change, and how to improve that readiness.
4. Explain to the team that the change might bring uncertainty and that it’s okay not to have all the answers yet.
5. Train leaders to handle the change and its impact on individuals.
6. Keep track of how people are doing through the different stages of change.
7. Be available for people to talk about their worries or get guidance.
8. Help individuals know how they can help with the change and why their role is important in the organisation.
If this or other topics resonate with you and you’d value a thinking space for you or your team, contact Annabel via LinkedIn, annabel@successfultraining.co.uk, or visit www.successfultraining.co.uk
