managing change rose clements / hr director – microsoft
TRANSCRIPT
MANAGING CHANGE
ROSE CLEMENTS / HR DIRECTOR – MICROSOFT
“The journey of discovery is not
always about seeking new lands, but in seeing with new
eyes” Marcel Proust
THE CHANGE CURVEStability(denial)
Capability(commitment)
Doubt(resistance)
Hope(exploration)
Contentment Comfort Perceived
competence Clarity Relationships Security
EnthusiasmConfidenceSatisfactionProductivityCommitmentNew stability level
Denial Confusion Loss Blame Incompetence Regrets Fears
Change Exploration Skill development Connections More clarity Inquiry Direction
Where Are You?
Where Is Your
Business?
TRANSITION vs. CHANGE
THE TRANSITION PROCESSNEW BEGINNINGS(recommitment)
ENDINGS(reconciliation)
EXPLORATION(reorientation)
DenialAnxiety
ShockFear
StressConfusion
Avoidance
Scepticism
Creativity
Acceptance
Impatience
HopeEnergy
EnthusiasmProductivity
THE TRANSITION PROCESSNEW BEGINNINGS(recommitment)
ENDINGS(reconciliation)
EXPLORATION(reorientation)
DenialAnxiety
ShockFear
StressConfusion
Avoidance
Scepticism
Creativity
Acceptance
Impatience
HopeEnergy
EnthusiasmProductivity
THE TRANSITION PROCESSNEW BEGINNINGS(recommitment)
ENDINGS(reconciliation)
EXPLORATION(reorientation)
DenialAnxiety
ShockFear
StressConfusion
Avoidance
Scepticism
Creativity
Acceptance
Impatience
HopeEnergy
EnthusiasmProductivity
THE TRANSITION PROCESSNEW BEGININGS(recommitment)
ENDINGS(reconciliation)
EXPLORATION(reorientation)
DenialAnxiety
ShockFear
StressConfusion
Avoidance
Scepticism
Creativity
Acceptance
Impatience
HopeEnergy
EnthusiasmProductivity
KEY TO SUCCESSFUL TRANSITION
Information
Support
Structure
The Four P’sPurposePicture
PlanPart
ClarityWhat is ending…And what is not.
ClimateBe deliberate and
About inclusive
A STRATEGIC FIVE STEP PROCESS
1. Establish the case for Change
2. Develop a Vision for Success
3. Build the Game Plan
4. Manage the Transition
5. Sustain Momentum by building Habitual Practice
YOUR ROLE IN LEADING CHANGE
NEW BEGINNINGSENDINGS EXPLORATION
Be Empathetic
Mark the ending
Acknowledge lossesReinforce need for change
Share informationProvide structure
Celebrate progress
Define roles & responsibilities
Provide training
Encourage personal responsibility
Discover the future togetherBuild alliances
Celebrate success
Ensure meaningful work
Be approachable
Call to Action…• Understand the Change Curve• Apply the five step strategic plan• Three keys to success:
Information, Structure, Support