MBA_Change_Management_Personal_Transitions【荐】.pptVIP

If the change is perceived as desirable it might be easier to let go of the past If it is perceived as a threat or loss the individual might be reluctant to let go and resist the change for as long as possible. Time The wave can be shallower or deeper Letting go Testing Consolidation Internalization Reflection learning Depression Denial Awareness Mood The time taken to pass through all the phases can vary greatly Although presented as a purely linear process, people may regress and slip back to an earlier stage in the process. People can get stuck at any phase and not complete the cycle. Recognise that there will often be a time lag between the announcement of a change and an emotional reaction to it: (It is easy to mistake the apparent calm of the first-awareness and denial phases for acceptance of the change) Different individuals or groups will progress through the cycle at different rates and in different ways. (Because the change might affect them differently) Change managers need to beware of getting out of phase with their staff. (They tend to know about the change before others and, therefore, it is not unusual for them to have reached an acceptance of change long before other organization members) Implications for managers John Hayes, The Theory and Practice of Change Management, 3rd Ed. Palgrave 2010 John Hayes, The Theory and Practice of Change Management, 3rd Ed. Palgrave 2010 Change Management Personal Transitions Personal transitions Organizational change involves a change in situational factors (such as technology, structures, and systems) and a series of personal transitions for all those affected New structures and systems may not work as planned until organizational members let go of the way things used to be and adjust to the new situation * THE THEORY PRACTICE OF CHANGE MANAGEMENT 3rd Edition, John Hayes, Palgrave, 2010 Incremental and discontinuous changes Individuals, just like organizations, can be