For you own individual reflection consider the next two questions:
Q1. For a change you are familiar with, how well (if at all) is the Change Curve and Transitions Model used to support an individual through a major change?
Q2. What specific examples can you think of where either (or both) model(s) were used, and what were the results?
I have been through a systems change and a culture change and none of the above models were used.
Thanks for your feedback Matt! That’s unfortunate as it seems like staff was not supported. What are some of the things you think should have been done?
The change curve was used in my company when we went through a restructuring. My manager in particular help those of use remaining in the department through the turbulent times after the change. Her door was always open and she gave us as much useful feedback as possible.
Matt Redman, how did you implement the change without support. Did this become a Vicious and enforced change, or was it, if you don’t like it there’s the door?
Good question Colin. Support and some kind plan to re-assure and motivate employees help to make the process smoother. As we like to say – Change can take a village! There is a need for people at all levels to work together and contribute to the final outcome.
Previous employers went through re-strucure roughly every 3 years depending on grade levels, The change curve was used to support line anagers to understand the emotions and behaviours of colleagues who were impacated and the Bridges model was used to help the change and transition, through communications, group meetigs, individual 1:1’s, training, support and experimentation. Training was given to line managers to support the change and to impacted colleagues
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