LancasterThrivingFallWinter2017 - 26

BUSINESS: BUSINESS PRIORITIES
As Carbo recommends, "During a major transition, respect
that everyone processes information differently. Something
that might make you excited might give someone next to
you a great deal of anxiety. Understanding that and being
able to talk about those differences is very important. Having
managers and owners that are aware of those differences in
their employees and tailoring communications correctly can
help manage the stress level during major changes."

You really have to communicate a lot, honestly, with a lot of
transparency. It is hard, but it is worth it. I think the hardest
part for me was the transparency. I thought I was showing
weakness when I was transparent. But the employees really
embraced knowing what was going on. Communicate.
Communicate. Communicate." LT
BY AUDREY FISKE-ESBENSHADE,
Marketing & Communications Manager,
Benjamin Roberts Ltd.
Contact Audrey at
audrey@benjaminrobertsltd.com

And Kohler would add that, for the leaders of the company,
there's one more thing to remember as you shepherd your
team through transition. "Change is hard. You think it is hard
on you (the employer), but it is harder on the employees.

SHEPHERDING YOUR TEAM

through Transition One Phase at a Time
Are you in a leadership role at
an organization that is trying
to practice effective transition
management techniques that will
help your team, and you, embrace
change and find greater success?
Kedren Crosby of Work Wisdom
LLC shares the three stages of
transition and what you can do
to make the journey positive and
worthwhile every step of the way:

"There are three phases that people
naturally go through as they internalize and then come to
terms with the new normal."
THE FIRST PHASE IS LETTING GO OF THE PAST.

People have to acknowledge and even sometimes grieve
the old ways and old identity. Feelings without judgment
can expedite letting go of the past. During this phase,
leaders are wise to sell the problem well before they
even begin to attempt to sell the solution. If people don't
understand WHY they need to transition, it is infinitely harder
to change behavior when it's necessary. A leader's results
depend on getting people to stop doing things the old
way and start doing them the new way. Since people have a
personal connection with how they work, it's impossible to
be impersonal about moving them to the new way of doing
things. Leaders are wise to acknowledge any perceived or
real loss the employees are experiencing, and then help
people deal with their losses.

26 | LANCASTERTHRIVING! | Fall/Winter2017

WILLIAM BRIDGES, THE FATHER OF TRANSITION
MANAGEMENT, CALLS THE SECOND PHASE,
"THE NEUTRAL ZONE."

The famous author and professor Brene Brown calls this
difficult period, "The Murky Middle." This is the in-between
time when the old ways and identity are gone, but the new
isn't fully operational or successful just yet. Realignment is
happening in this phase and repatternings are taking place.
It can be the most creative time in an organization's life, if
leaders frame and model high performing behaviors and
norms. Without organizational trust, this phase is extremely
painful and may never allow you to move to the next phase.
I think this is when you've let go of one trapeze and you
haven't yet grasped the next one. It can be both scary and
exhilarating, but you are moving forward! During this phase,
I think the first rule of Behavior Economics (MAKE IT EASY
for them to do what you want) is particularly important when
establishing new behaviors and habits for your team.
THE THIRD PHASE IS THAT NEW NORMAL WHEN
PEOPLE HAVE ATTACHED TO THE NEW IDENTITY AND
ARE EXPERIENCING THE NEW ENERGY, PERFORMANCE
AND SENSE OF PURPOSE.
Leaders are wise to recognize that not everyone reaches the
new beginning at the same moment. We are wise to give
grace to each other during this phase as different people
embrace the New Beginning at different points in time. Be
patient and continue communicating, modeling
and supporting. LT
http://www.lancasterchamber.com/log.aspx?type=KWMB&rt=MEMB&url=www.benjaminrobertsltd.com http://www.lancasterchamber.com/log.aspx?type=KWMB&rt=MEMB&url=www.workwisdomllc.com http://www.lancasterchamber.com/log.aspx?type=KWMB&rt=MEMB&url=www.workwisdomllc.com
Table of Contents for the Digital Edition of LancasterThrivingFallWinter2017
