 ‘When the winds of change blow hard enough, the most trivial of things can turn into deadly projectiles.’ (Despair.com) You’ve probably heard of change management. You’ve probably heard of change management teams too. You’ve probably heard of change plans, like project plans, sometimes expressed in Gannt charts with rows of scheduled tasks, mapped against proposed timeframes. You’re less likely, I would guess, to have heard of a transition plan. A transition plan deals with the human dimensions of change, the underlying psychological, emotional and relational issues that often prove critical to its success. Whilst change can often be planned and prepared for by agreeing desired outcomes, then working backwards to identify the practical steps needed to achieve them (a bit like working out the mechanical structure of a car engine in order to build one), transitions don’t work like that. A change process may be complex, in that there may be many interlinked moving parts, yet is in principle manageable. A transition process is dynamically-complex and, therefore, inherently unpredictable. This means that transitions can only be handled effectively by ongoing conversations with affected people. It calls for open and honest dialogue. It calls us to be invitational, curious and co-creative. It involves listening, hearing, being responsive and building trust. ‘If we were to do X…what would it mean for you?’ ‘Given what it would mean for you, what would you need?’ Well-led transitions will influence mood, climate, energy, engagement and agency: critical success factors in any change.
14 Comments
Lesly
10/6/2023 01:04:08 pm
Winds of change in various life spectrum is vehement most especially when it comes unexpectedly in a specific situation. Either in our professional zone, in our productive ordinary lives or if we belong in the pipe line of poverty. People cope in differnt manner based in the categiory they labeled themselves. In professional zone their employer can provide dynamics and systematic approach adaptable to them. If your life belongs to productive individual you can follow certain scheme depends on your preference on how it will be of help to cope in unexpected wind that will keep your sanity and values intact.
Nick Wright
14/6/2023 08:16:33 am
Thank you, Lesly. ‘The poorest people hold onto the sharp edge, just to survive.’ I can only imagine how that must feel. 🙏
Keith
10/6/2023 02:38:34 pm
A great article and informative at that. Reminds me of people who are resistant to change. That is why a transition plan is vital to its success.
Nick Wright
14/6/2023 08:20:33 am
Thank you, Keith. Yes, in my experience, very few people are resistant to change per se. Conversely, many people will resist change if it feels imposed on them. Resistance can be, therefore, an attempt to retain or regain a sense of agency in the midst of change.
Michael
14/6/2023 07:28:42 am
Inspiring article Nick! I will keep this in mind.Thank you also for all your kind support to us. God bless!
Nick Wright
14/6/2023 08:21:58 am
Thank you, Michael. I’m curious. What support did you have in mind? 🙏
Michael
14/6/2023 11:43:43 am
Your professional,moral,spiritual and practical support to the vulnerable people in my country Philippines. Keep it up Nick more power!
Nick Wright
18/6/2023 04:19:08 pm
Thank you, Michael. Jesus bless you.
Reymark G. Merino
16/6/2023 03:28:34 am
Articles are very informative and timely.
Nick Wright
18/6/2023 04:19:43 pm
Thank you for your encouraging feedback, Reymark.
Paul
16/6/2023 02:45:29 pm
It reminded me Nick when I was still working in a bank that was on the brink of bankruptcy. STEP 1: Defining the need for change. The reengineering team explain to us people on the second tier management that, no matter how hard business process reengineering efforts they are going to make, it won’t make sense if the need for change is not stated to us clearly.
Nick Wright
18/6/2023 04:23:50 pm
Thank you, Paul, for sharing those insights from personal and professional experience in the banking industry. Yes, they sound like important steps to consider from a change management point of view. John Kotter in 'Leading Change' argues that, for change communications to be effective, they must be 'convincing to the mind' (which sounds very much like what you have described here) and 'compelling to the heart'. It recognises that different people and cultural groups are motivated and engaged by different things.
Leonora Apacible
19/6/2023 09:34:42 am
This blog is the affirmative phase of most common people here in Tarangnan. As one of the teacher in Tarangnan Central Elementary School. We must be adaptive to series of changes and have the prefix of acceptance as part of our oath as public servant.
Nick Wright
19/6/2023 01:09:54 pm
Hi Leonora. Thank you for your affirming feedback. I'm sorry too that I didn't manage to visit Tarangnan this year. I had been very much looking forward to it, but the circumstances of my visit changed unexpectedly. Jesus bless you and all at the Tarangnan Central Elementary School. Leave a Reply. |
Nick WrightI'm a psychological coach, trainer and OD consultant. Curious to discover how can I help you? Get in touch! 
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