Here is the 4th in our series of videos about Leading Change
in Difficult Times. We’re hope they’re providing great value.

This video focuses on the specific stage of Transition that
we call the Twilight Zone. Ed Oakley provides a couple of tips
for moving people through this stage. Enjoy!

Please let us know how this was helpful to you, as well as the
questions it raised! You can email us at change@enleadership.com,
or you can leave a comment below.

Our best to you as you guide your organization through successful
change!

The Enlightened Leadership Team

Technorati Tags: forward focus, leading change, RIGHT QUESTIONS, transition

Change, change and more change. Of course the real issue
is the psychological and emotional challenges that our people
go through during change.

This second video in our series starts to address this transition that people
(you, me, our employees, families, etc.) WILL go through.

Enjoy and see how you can value from the information.

Be sure to give us your comments below, or email us at change@enleadership.com.

To YOUR successful change efforts!

The Enlightened Leadership Team

Technorati Tags: completion, HARD PART, leading change, SOFT PART, transition

The reality is that change, itself, is pretty quick and mechanical. We flip a switch and we’re now using a new system. We make an announcement, and someone is a new manager. We painfully announce a layoff, and it is done quickly. We completely reorganize our business. It takes some time to plan, but once it is announced, it is done quickly.

The change is not the issue. The issue is the psychological and emotional process that people ALWAYS go through in their transition from the way it used to be – with which they had become very comfortable – to the new way.

It’s the People part, the Soft part – that makes all the difference!

This transition process in people occurs EVEN IF the change is a really good thing. That has always baffled me, but it is true. Even if it is a very positive change in the long run, people still go through their own individualized psychological process – and every person does it at their own pace and in their own way.

The new way might be a different job, a different boss, a totally new process of work, a new computer system, a new benefit plan(or personal change such as a change in a relationship, a death of a loved one, even winning the lottery, etc) – it doesn’t matter what the change is.  The issue is not the change. The issue is the emotional turmoil, chaos and confusion we go through during the transition from the old to the new.

And that transition is NOT instantaneous.

As managers-leaders-owners, how well we manage these transitions will make all the difference in the impact of the change on our business.

Whole businesses have failed because of poorly executed transitions.

The GOOD NEWS is that a well-led transition can enhance your organization’s effectiveness and position you for success better than you’ve ever been.

Sometimes, change is inevitable. There is no choice.

How we make the transition is ALWAYS A CHOICE! And that choice makes all the difference as to whether the change creates miserable failure or exciting results.

Stay tuned for more on this topic. And share this with others in your organization and your friends. They’re all being impacted by change!

To getting your organization through change in a way that positions you for higher success!

Ed Oakley

Technorati Tags: CHANGE, emotional-process, SOFT PART, transition