At the heart of any change are people, and many people just don’t like change, full stop. A couple of years ago I (Peter Schmedig) was running a change management program for a government department in Australia, and staff were moving from one side of the building to the other, but the anger, frustration and lack of communication created by this seemingly simple move underlines the need to effectively manage people through any change process, not matter how big or small.
Managing change has two aspects to it, and both need to be managed well. Some organisations are very good at one aspect, but fail to understand the need to manage the twin aspects of change.

These twin issues are:

1. Change

Change is really the visible aspect of any change process. It could be moving to new premises, creating a new department, doubling the size of your team, or implementing a new strategic direction. There are many practical concerns with most aspects of change, and organisations often handle things efficiently and rationally in these areas.

2. Transition

Alternatively, imagine you are getting a posting to an overseas location; you would have mixed feelings of excitement and trepidation, you would be nervous about new team you’re joining, but sad to be leaving friends and family behind. This cocktail of emotions that we experience is the key to managing the Transition phase. The stages are predictable, and if handled well will lead to a balanced and highly effective change process, without the resentment, anger and frustration that most experience.

If managers cannot manage the key steps in both the Change and Transition phase the change may be less than successful.

If you are facing a Change Management initiative stay tuned to this blog for more information; or you could contact us at Self Leadership International.

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