The details of a transition management plan are unique to each situation, but the following essential steps should be considered in all situations:
Learn to describe change and why it must happen, and do so succinctly -- in one minute or less.
Make sure the details of the change are planned carefully and that someone is responsible for each detail. Ensure timelines for all the changes are established and a communication plan explaining the change is is place.
Understand (with the assistance of others closer to the change) just who is going to have to let go of what .... what is ending and what is not in people's work lives & careers....... and what people (including the leader) should let go of.
Make sure that steps are taken to help people respectfully let go of the past. These may include "boundary" actions (events that demonstrate that change has come), a constant stream of information, and understanding & acceptance of the symptoms of grieving, as well as efforts to protect people's interests while they are giving up the status quo.
Help people through the neutral zone with communication (rather than simple information) that emphasizes connections with and concern for the followers. To keep reiterating the "4 P's" of transition communication:
The Purpose: Why we have to do this.
The Picture: What it will look and feel like when we reach our goal.
The Plan: Step by step, how will we get there.
The Part: What you can (and need to) do to help us move forward.
Create temporary solutions to the temporary problems and the high levels of uncertainty in the neutral zone.
Help people launch the new beginning by articulating the new attitudes and behaviors needed to make the change work ...... and then modeling, providing practice in, and rewarding those behaviors and attitudes.
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