Page 217 - FLL Virtual Binder 2018

Change – The Transition
The Human Response to Change
Re-engineering processes or structures is not enough to achieve desirable change. It has to be integrated with an overall approach to changing an organization’s culture.
Organizations are inherently social systems. The people in these systems have identities, relationships, communities, attitudes, emotions, and differentiated powers. So when you try to change any part of the system, all of these factors come into play, adding many layers of complexity to a change process. Successful management of change requires that you recognize the primacy of people factors and the social systems in which they operate.
When introducing change initiatives, generally 20% of employees tend to support a change from the start, another 50% are fence-sitters, and the remaining 30% tend to oppose the change. Identify your supporters, that is your early adopters, and enlist them to influence the fence-sitters and resisters with early wins of the change.
Stages of Transition
Most people eventually adapt and are reconciled to change, but not before passing through various psychological stages. These stages are similar to the grieving process but rather than losing a loved one, a change process can reflect loss of comfort, control, influence, certainty, pride, etc.
The more a leader understands the transition people go through in adapting to any change, the more effective he or she will be in helping their team implement the desired change successfully.
Stages of Transition
Denial
Commitment
Resistance
Exploration
Front Line Leadership Module: Leadership
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