.....................................................

Fortunately, there is an effective way to keep the disruptive effects of change to a minimum: the Management of Organizational Transition. The purpose of the short program is to alert participants to the human side of implementing change and the need to minimize the effects of non-stop change on an organization and its people through the effective management of individual and group transitions.  It takes some time for the practitioner to understand why Bridges's methods work.  Using them with clients and seeing the results at first brought pleasurable amazement, but not understanding.  The penny dropped while I was reading Karl Weick.  The methods work because Bridges is addressing not only the educated minds of the participants, but also the human need to make sense out of what is going on, and that is a need  which goes back to the foundations of our world.  If man had not felt the need to make sense out of his surroundings, would civilization exist ?

The 1-Day Program

Most changes take longer and cost more to implement than anyone foresaw and many of the changes that are meant to strengthen the organization will actually weaken it, for they will leave its people resentful, demotivated and confused at a time when commitment and creativity are essential.

The one-day Managing Organizational Transition Short Program format is a convenient one to use with a group of managers from the same department or organization.  It will alert participants to the human side of implementing change and the need to minimize the effects of non-stop change on an organization and its people through the effective management of individual and group transitions.

The Managing Organizational Transition Short Program will be tailored to the objectives of the organization. It will comprise materials and resources developed by William Bridges & Associates. Participants will begin to develop a Transition Management Plan.

1.     The main differences Change Management and Transition Management.

      1.1 The Change Process (a shift in the visible, external situation of staff).

      1.2 Managing Transitions (the internal psychological process initiated by change).

2.    Managing Endings

3.    Leading People Through the Neutral Zone

4.    Facilitating the New Beginning

5.    A Review of the Seven Principles of Transition Management

6.    Your Action Plan

This program can be given in-house in English or in French to between 10 and 15 managers. 

For more information,  please contact John Gaynard or Jo Maene at (33) 1 30 61 46 17

E-mail J.Gaynard@syre.com or J.Maene@Syre.com

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

[ Management des Connaissances/Knowledge Management ] [ Services in English ]

 [ Crisis and Communications Management in France ] [ Réussir les transitions individuelles ]  [ Intégration du Changement ] [ Le management créatif ]  [Formations en français ]   [Qui sommes-nous ? ] [ Formations en anglais ]  [ Conseil en ingénierie du changement ]