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Welcome to Myprofile EziFinda Newsletter #8

Wishing you a Happy 2008

Managing Transition

Transition creates change and uncertainty. In a transition there are emotional responses to the losses that people experience because of the changes. This is normal but often these responses are taken by others as signs that the change is being resisted. Those leading change need to recognise these emotions in others and themselves, and develop ways to manage their own emotions and assist others to manage theirs. Unmanaged, these responses may undermine the changes and have personal consequences.

Each person transitions differently

When managing change it’s important to recognise that transition is an individual reaction. The role of managers is to help others through to new beginnings whilst maintaining the level of activity or service. Teams may travel the transition curve (below) together, individuals will arrive at their “new beginnings”, at their own personal rate.

How does each style cope with the challenges of transition

Drivers

Drivers enjoy the challenge so change is not a problem for them provided they are moving into an environment that’s up beat and fast, They’re ready to get on with it provided they can have some authority and be in control. Their fear is being taken advantage of.

How to transition Drivers

Set them a goal, give them choices, explain their responsibilities and reporting structure, tell them the overall objective and what results you expect. They want to do things their way. Get out of the way and let them get on with it.

Promoters

Promoters won’t mind change, they’ll love it. Meeting new people, making new friends, going to new places. Provided you don’t put them in a room on their own or without a telephone they’ll be OK.

How to transition Promoters

Promoters are big picture people so don’t go into too much detail. Make the change a challenge and a chance for them to meet new people or do new things. Be positive and tell them how they will be able to use their ideas and creativity. Promoters live in the moment so set short terms goals. They want to do things the fun way. As long as the environment is friendly and exciting they’ll do well. Recognition and praise will get you everything!

Supporter

Supporters naturally dislike change. Once things are working well they can’t see the benefit of change. They want to keep things as they are. This gives them security and comfort. They want a stable, predictable environment. They will feel threatened by change. Supporters want to do things the easy way.

How to transition Supporters

If transition is being planned introduce it early. Do it slowly. No sudden changes. Give them lots of information about why and how their contribution is important. Make them part of the change process. Give them a task to do that uses their people and logistics skills. Make them feel secure and give them assurance and appreciation for their effort.

Administrators

Administrators will dislike change only if they don’t understand what it’s about, its purpose and rational. They fear the unknown. They like to have things planned well in advance and want to do things the right way. They take a long term view and will work toward accomplishing transition provided its not thrust upon them unexpectedly.

How to transition Administrators

Give them time to adequately prepare for the change. Explain the logic and rational behind the transition. Ask them to prepare a plan to ensure a smooth transition. Administrators ideal environment is structured and procedural. Change can be disruptive and this may stress them. Provide them with reliable support during the transition period. Allow them to complete in an orderly manner.

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Have a great day !

Nathan, Ilan, Michelle & Elise, Axel & Jason