Revisiting the competency and approach needed to lead change effectively had me exploring the difference between change and transition. I regularly refer to the work of William Bridges in my leadership programs, where he differentiates change from transition – stating that change is external and transition is internal.
My experience is we have dramatically improved the way we communicate when we lead change. We openly share the information about the change – the new site, new office, new structure, new team, new boss, new legislation, new process – however we do not have enough leaders investing the energy to support people to transition into this change. This is the psychological process people navigate to embrace the change.
Make sure you differentiate change from transition and engage in the right conversations at the right time to encourage people to embrace the change.
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