Transition:
"Change is Pain."
Change is easier when you know where you're going and why it's worth it!
ost companies are undergoing some level of change all the time. This can include restructuring the way we communicate with each other, adding or deleting distributors , moving into new markets, and adopting lean manufacturing.
With these changes comes a change in structure, procedures and responsibilities. Dealing with this type of change has to be timely, clear and correct. If your company is facing this, then I can help you manage through this change, to eliminate the pain and to increase the profitability.
Any company that has experienced a merger or acquisition will undergo some form of significant change - physically and psychologically. Throughout the process, the hills and valleys, it's important for companies to move in a timely fashion and to focus on the most important group - their people.
When we deal with the transition of people into jobs roles and responsibilities we find the unconscious model works the best. We progress through 4 stages:
- unconscious incompetence
- conscious incompetence
- conscious competence
- unconscious competence
- Stage 1 - A person must become conscious of their incompetence before the training of a new skill begins.
- Stage 2 - The person realizes that by improving their skills their effectiveness will improve.
- Stage 3 - The person cannot perform the skill unless they think about it.
- Stage 4 - Finally, the skill has is largely second nature.
In the whole process we get rid of old habits, set goals- identify where we want to go, what we need to do bridge the gap and check to see if we have the commitment to see this thing through. Transition is a critical time in an organization and in the career of executives. All too often corporations don't spend enough time or the right time to make it work.
