The organisation underwent a huge restructure in a key customer facing business area. Re: how well the change curve was applied – not well. There was very little lack of commmuication on they WHY behind the change and the value it would create. No communication of any applied methodology and measurement – had there been, the change may have been well considered and perhaps easier to buy into. As it was, Shock, Anger and Blame, Depression and Confusion remained a constant state for a very long time. Bridges model, also was not applied robustly, as in there was very little preperation and help, it was more announced change, already decided upon, and a juggernaut approach to implementation. After a year of implementing the new way of working, it became apparent it was failing, and was revamped again 2 years later by new management.
