| Helping employees cope with change |
|
This article from Harvard Management Update identifies 5 phases of change from Jeanie Daniel Duck's research. Her book The Change Monster: The Human Forces That Fuel or Foil Corporate Transformation and Change offers some new advice on engaging employees in the change process. The phases are: 1. Stagnation. Some identify the need for change whilst other deny it. 2. Preparation. Leaders anounce change leading to emotions ranging from fear to excitement. 3. Implementation. Leaders start to introduce the change process, In this uncertainty - living with the old whilst grappling with the new feelings vary widely and include threat, fear, confusion, apathy, resentment, worries about inadequacy, or exhilaration. 4. Determination. Things start to change and confusion reigns. This is the most vulnerable point of the change project. 5. Fruition. Ideally, the results are beginning to show. Emotions include confidence, optimism, and energy. But leaders beware: individuals' complacency can jeopardise future change. Duck offers a number of helpful suggestions for dealing with the emotions triggered by change. I believe the biggest challenge leaders face is the loss of trust that results from change programmes, particularly those that result in redundancies. Visibility and open communication from the start of the process will help to foster trust between leaders and followers, even if downsizing will result. What do you think?
Set as favorite
Bookmark
Email This
Hits: 970 Trackback(0)
Comments (0)
 Write comment
|
TrackBack URI for this entry
Subscribe to this comment's feed
