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Kubler-Ross (The Grieving Cycle) Kubler-Ross (The Grieving Cycle) Connor (Present/Transition/Desired States) Bridges (Endings/Neutral/Beginnings) Kotter (The 8 Stages of Change) Barker (Pioneers/Settlers) Ichak Adizes (Corporate Life Cycles of Change) Why not create a Comprehensive Model?
Grieving is encouraged. Grieving is encouraged. Be patient with ourselves as we lose emotional investment in the past. Tradition and rituals/symbols bring about emotional closure to past. Burn the Boat Heh, we’re going to have a funeral!
Managers/Executives Rarely Admit That Change Is Disruptive And Threatening. Managers/Executives Rarely Admit That Change Is Disruptive And Threatening. Managing Loss/Grieving Effectively Means Owning Responsibility For The Damage Done To People In The Process. Managers: - Often sweep the distress under the rug
- Press people forward aggressively toward ambitious goals
- Are compelled to keep the momentum going at any cost
Hanging in mid air. Hanging in mid air. Most difficult stage. Urgency to make decision, but patience is encouraged. Live with ambiguity in the tradition. Realize others are going through the same process. You can’t over-communicate during a time of change (X10)
Be Aware Of Your Impact Keep Lines Of Communication And Contribution Open And Effective Be Truthful About Organizational Realities Be Supportive By: Be A Figure Of Identification For People
Introduce the future/the unknown. Introduce the future/the unknown. Be honest. Our attitude will determine how we deal with change. Get out of our paradigm.
Structured Flexible
Promise and Champion Change Push Yourself – Be A Role Model Honor What the Settlers Bring to the Plate Be a Coach Focus on the Customer Use the 90/10 Rule
Go With The Flow Be a Part of the Change; Accept New Assignments (stretch} Relieve Stress in Healthy Ways Accept Change as a Reality & A Way of Life in the 21st Century
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