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This is probably one of the calmest periods of the past two thousand years for people living in Europe or the U.S.  Yet the worry is palpable and the feeling in many companies is that "you can't count on anything remaining constant, unless it is change itself..."  Wars and famine have vanished from the World's democracies.  We are worried about the people we see suffering in other parts of the world.  We used to think we could help but we have now come to accept that there are limits to our rational ways of trying to solve such problems and we cannot find the other ways.  We no longer believe that there is a miraculous solution, unless it is democracy itself and that is a blind leap of faith many of the countries which still suffer from war do not seem able to take.    Paradoxically, in a world without credible institutions, in a world where many of the old certainties have gone by the board, there are three aspects of life about which we wish to be sure : the family, the economy and the company we work in.  They seem to be the centre of all our dreams and disappointments.  We think that in these areas the dealings should be fair and rational.  That is why reorganizations, downsizings, re-engineerings, new technologies, new strategies, new rules and new leaders are now seen as the main events that can change our lives and affect our families.   That is why unexplained change is feared and why transitions are lived so passionately... 

Individual Transition in Organizations

3-Day Training Program

The Purpose

This training program has been designed to help not only to help individuals manage the transitions that are created by the changes they are facing in their organizations but also to alert senior and middle managers and supervisors to the transitions that they themselves and people in their teams will be going through in response to organizational change and possible job changes either inside or outside the company.   It is intended to help people understand the three-stage process they are going through, and to develop action plans that will enable them to enhance their ability to successfully grow through these times of rapid and significant change.  The main difference between this and the short program is that it walks participants through the management of one significant change they are going through and integrate that action learning in anticipation of further changes.

The Content

1. An Introduction to William Bridges Work And Ideas: The New Shapes Of Employment.

2. Changes in Today's Organization : STEP and SWOT analysis.

3. Purpose, Values, Vision and Norms.

4. Changes in Your World: Work, Community and Family.

5. Change, Transition & Resonance.

6. The Seven Principles for Dealing Successfully with Transition.

7. Managing One Significant Change

8. Dealing Effectively With Constant Change

9. Taking Action

.The Delivery Format

The Individual Transition Long Program can be given in-house in French or in English. It will be tailored specifically to the organization's needs and lasts for two days.  It is particularly suitable for senior managers when they are considering a major change, possibly a few months before the announcement is to be made, and then should cascade down through the middle-managers and supervisors to front-line staff at the time the change is announced in the organization. It can also be useful when a change seems to be going off-track, at which time it allows individuals in the organization to see how they can slough off the old ways and come to terms with the new beginnings.  

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http://www.pfdf.org/leaderbooks/L2L/spring2000/bridges.html : Leading Transition a new model for organizational change.  William Bridges talks to Susan Mitchell.

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