3. The Stages of Transition:- Endings The Neutral Zone The Beginning

4. Managing The Ending Single biggest reason organisational changes fail is because no one thought about endings or planned to manage their impact on people. Naturally concerned with future it is easy to forget that people have to let go of the present first.

5. Some Key Strategies For Managing Endings:- Identify Who Is Losing What (including yourself)! Accept The Reality and Importance Of The Losses Don’t Be Surprised At “Overreaction”/Power of Resistance

6. Acknowledge the Losses Openly and Sympathetically Expect and ACCEPT The Signs of Grieving e.g Anger, Bargaining,Anxiety, Sadness, Disorientation, Depression Compensate Where You Can Give People Information – Again and Again and Again (and then Again)!

7. Define Whats Over and What Isn’t Mark The Endings Treat The Past With Respect Let People Take A Part Of The Old Way With Them Show How Endings Can Ensure Continuity Of What Really Matters

8. Finally, END IT Don’t drag it out!

9. MANAGING THE NEUTRAL ZONE The most difficult stage – people are between the past and the future and neither the old ways or the new work satisfactorily. Often not even acknowledged as a stage but the point at which danger of change failing is at its height It is a time of great confusion, feelings of stress, anxiety, and disorientation are the norm. BUT, Also a CREATIVE time.

10. Some Key Strategies In The Neutral Zone Explain it and “Normalise” It Redefine It Create Temporary Systems Strengthen Group Connections Use A Monitoring Team Use It Creatively

11. MANAGING THE NEW BEGINNING Organisations often fail to realise that beginnings do not happen automatically with a signal or an announcement. The start of the transition is in the ending but this is often confused with the beginning of the new – Beginnings only happen when the ending has happened and the neutral zone navigated. They are organic NOT mechanic.

12. Some Key Strategies To Manage Beginnings Clarify and Communicate The Purpose After A Purpose A Picture (Vision) (Warning – Don’t Expect An Immediate Response and Don’t Overwhelm People With Something Too Hard To Identify)

13. Then, Create A Plan A Part To Play (Not Just In The Outcome, But In The Process)

14. Reinforce The Beginning I.e:- Be Consistent Look For Small and Quick Successes Along The Way Symbolise The New Identity Celebrate Success Give People A Memento Of The Journey