The Leader’s Role in Managing Transitions

Ending Neutral Zone New Beginning

Emotions: (Denial, Shock, Anger, Emotions: (Ambivalence, Skepticism, Emotions: (Impatience, Hope,
Frustration/Stress) Acceptance) Enthusiasm)

Check in with employees and ask:

How are you doing? What are you thinking? What are you feeling? How can I help?
• Clarify what is and is not ending • Communication– share as much • Fine-tune the implementation plan
• Acknowledge people’s endings and losses information as possible • Continue to communicate, reinforce and
• Remove any excuses to hold on to the past • Temporary Solutions– help bridge the gap clarify the changes

• Hold boundary events to mark a clean
break with the past
• Understand and accept grieving as natural
and necessary
• Sell the problem without putting down the
past
• Give people all the information they need
between the old and new
• Enhance creativity/learning– take
advantage of the “creative chaos” during
this time
• Provide people opportunities to practice
• Work collaboratively with others
• Review and update the reward structure
• Focus on a few quick successes
• Build in responsiveness and flexibility
 The Leader’s Role in Managing Transitions
Communicate the 4 Ps
– Explain the PURPOSE (why)
• Why are we doing this?
• What would happen if the organization didn’t change?
• How will team members benefit from the change?

– Describe the PICTURE (what)

• What will the other side of the change be like?
• How will the organization become more effective as a result of the change?
• What is changing and what isn’t?

– Lay out the PLAN (how)

• What is the plan for getting where we need to go?
• What is going to happen over the next X months?
• What happens first, second, third?

– Allocate the PART (who)

• What is the plan for getting where we need to go?
• What is going to happen over the next X months?
• What happens first, second, third?