Hire Presence - Managing a Transition pt 3

Hire Presence - Managing a Transition pt 3 Video Clips. Duration : 7.78 Mins.

When looking for a new position, it's imperative to balance work with free time to maintain good physical, mental and emotional health. Executive coach Deanna Frazier explains that managing a job transition is not always about finding the right position as it is about becoming the right person. Learn more at www.hirepresence.com and http

Keywords: job search, job seeker, interview strategies, executive coach, career transition, job transition, work life balance, career advice, Hire Presence, Deanna Frazier

Five Steps to Effectively Managing Organizational Change

An organization is, quite simply, any group of individuals who come together to try to achieve mutual goals by means of a division of labor. This is done by means of setting goals that will further the organization's growth and viability within the existing social and economic milieu as well as developing agreements among the people comprising the organization as to who will do what and when and under whose supervision and guidance.

When contemplating changing anything about these arrangements, it is well to be advised to start at the beginning of why and how this existing arrangement came to be and why it exists at the current time. After all, what has come to be accepted and observed as the standard operating procedures of an organization came about for good reasons and have been effective at achieving beneficial results for a period of time (perhaps a very long period of time). Altering an accepted, comfortable and heretofore useful way of doing things is challenging. The initial challenge that presents itself is fully comprehending and appreciating the foundational narrative of the organization and the collective experiences that members have shared since its inception. In other words, what of its past makes the organization tick today?

Transition Coaching

After coming to a thorough understanding of what makes the current organization tick, there are five steps that need to be taken sequentially in order to effect effective change.

Five Steps to Effectively Managing Organizational Change

1. The first step to take in initiating change within any type of organization is to create acute awareness of how things are now and how this state of affairs falls short of accomplishing stated goals and objectives. This can be done by disseminating occasional "state of the organization" reports as well as holding brief, but frequent, "progress report" meetings within each department and/or subgroup.

2. The second step is to nurture understanding that something must be done to change the current situation. Solicitation of input from coworkers regarding what can be done to change things follows logically from the understanding that something should be done. "Input equals buy-in" and those who contribute their ideas on how their organization should change have a strong investment in making that change happen.

3. Next, although people may provide suggestions as to how to change, unless there is a sense of urgency to do so, change will be perceived merely as a concept rather than a process that needs to be started immediately. Once change is understood as needing to be accomplished, a positive perception of what it will look like, both in terms of the transition process and the "finished product," needs to be fostered and fed by constant communication about the shared vision of the future and the specific ways everyone will individually benefit in that new reality.

4. On the way to making the changed environment and operating procedures "stick" and stay feasible throughout the organization, there needs to be a well-thought-out program to ensure the actual adoption of the changes in the way things are done. Rewarding those who perform in the new ways and telling the stories of how their results better meet the current needs and accomplish the goals of the organization will go a long way to moving all members toward behaving in the "new and better" way.

5. Once adopted as "the way things are done around here" change can be seen as having been institutionalized within the organization and established as the new standard for performance and measurement of success, recognition and reward. Continue to solicit feedback on the new ways and request still other ways members can improve their respective job tasks to achieve even greater levels of efficiency. The idea is to leverage the experience and ideas of those who do the job to improve the job on a continuous basis. Institutionalizing new and improved ways of doing things in an organization is an ongoing process. In other words, managing organizational change means to continually insist on change for the better.

Knowing the roots of the organization, where and when it arose and how it's progressed over time, and then engaging in the five steps to initiating and managing organizational change, you will successfully guide your organization through its transition from where it is now to where it needs to be for greater effectiveness and better results.

Five Steps to Effectively Managing Organizational Change

Five Steps to Effectively Managing Organizational Change

An organization is, quite simply, any group of individuals who come together to try to achieve mutual goals by means of a division of labor. This is done by means of setting goals that will further the organization's growth and viability within the existing social and economic milieu as well as developing agreements among the people comprising the organization as to who will do what and when and under whose supervision and guidance.

When contemplating changing anything about these arrangements, it is well to be advised to start at the beginning of why and how this existing arrangement came to be and why it exists at the current time. After all, what has come to be accepted and observed as the standard operating procedures of an organization came about for good reasons and have been effective at achieving beneficial results for a period of time (perhaps a very long period of time). Altering an accepted, comfortable and heretofore useful way of doing things is challenging. The initial challenge that presents itself is fully comprehending and appreciating the foundational narrative of the organization and the collective experiences that members have shared since its inception. In other words, what of its past makes the organization tick today?

Transition Coaching

After coming to a thorough understanding of what makes the current organization tick, there are five steps that need to be taken sequentially in order to effect effective change.

Five Steps to Effectively Managing Organizational Change

1. The first step to take in initiating change within any type of organization is to create acute awareness of how things are now and how this state of affairs falls short of accomplishing stated goals and objectives. This can be done by disseminating occasional "state of the organization" reports as well as holding brief, but frequent, "progress report" meetings within each department and/or subgroup.

2. The second step is to nurture understanding that something must be done to change the current situation. Solicitation of input from coworkers regarding what can be done to change things follows logically from the understanding that something should be done. "Input equals buy-in" and those who contribute their ideas on how their organization should change have a strong investment in making that change happen.

3. Next, although people may provide suggestions as to how to change, unless there is a sense of urgency to do so, change will be perceived merely as a concept rather than a process that needs to be started immediately. Once change is understood as needing to be accomplished, a positive perception of what it will look like, both in terms of the transition process and the "finished product," needs to be fostered and fed by constant communication about the shared vision of the future and the specific ways everyone will individually benefit in that new reality.

4. On the way to making the changed environment and operating procedures "stick" and stay feasible throughout the organization, there needs to be a well-thought-out program to ensure the actual adoption of the changes in the way things are done. Rewarding those who perform in the new ways and telling the stories of how their results better meet the current needs and accomplish the goals of the organization will go a long way to moving all members toward behaving in the "new and better" way.

5. Once adopted as "the way things are done around here" change can be seen as having been institutionalized within the organization and established as the new standard for performance and measurement of success, recognition and reward. Continue to solicit feedback on the new ways and request still other ways members can improve their respective job tasks to achieve even greater levels of efficiency. The idea is to leverage the experience and ideas of those who do the job to improve the job on a continuous basis. Institutionalizing new and improved ways of doing things in an organization is an ongoing process. In other words, managing organizational change means to continually insist on change for the better.

Knowing the roots of the organization, where and when it arose and how it's progressed over time, and then engaging in the five steps to initiating and managing organizational change, you will successfully guide your organization through its transition from where it is now to where it needs to be for greater effectiveness and better results.

Five Steps to Effectively Managing Organizational Change

Transformational Leadership Theory - The 4 Key Components in Leading Change & Managing Change

Transformational leadership theory is all about leadership that creates positive change in the followers whereby they take care of each other's interests and act in the interests of the group as a whole. James MacGregor Burns first brought the concept of transformational leadership to prominence in his extensive research into leadership.

"Essentially the leader's task is consciousness-raising on a wide plane. The leader's fundamental act is to induce people to be aware or conscious of what they feel - to feel their true needs so strongly, to define their values so meaningfully, that they can be moved to purposeful action."

Transition Coaching

In this leadership style, the leader enhances the motivation, moral and performance of his follower group. So according to MacGregor - transformational leadership is all about values and meaning, and a purpose that transcends short-term goals and focuses on higher order needs.

Transformational Leadership Theory - The 4 Key Components in Leading Change & Managing Change

At times of organisational change, and big step change, people do feel insecure, anxious and low in energy - so in these situations and especially in these difficult times, enthusiasm and energy are infectious and inspiring.

And yet so many organisational changes fail because leaders pay attention to the changes they are facing instead of the transitions people must make to accommodate them.

In my view it is the responsibility of the director leading the change to supply an infusion of positive energy.
The transformational approach also depends on winning the trust of people - which is made possible by the unconscious assumption that they too will be changed or transformed in some way by following the leader.

The transformational approach also depends on winning the trust of people - which is made possible by the unconscious assumption that they too will be changed or transformed in some way by following the leader.

This is often seen in military commanders and wartime political leaders. An example of this would be the way in which Lady Thatcher - as Prime Minister of the UK Government during the Falklands War in 1982 - was able to engender an enhanced feeling of British national identity amongst the UK population.

Sounds like this leadership style is ideally suited to change management, doesn't it? However - this approach requires absolute integrity and personal behaviour that is consistent and resonant with your vision and message.

I can recall a ridiculous situation, at one UK company I was involved with, where the directors were attempting to effect a culture change of greater inter-departmental trust and communication yet still retained a separate directors dining room and specially allocated car parking places closest to the office front door!

OK here's the important bit - how NOT to apply transformational leadership theory to change management

- Be preoccupied with power, position, politics and perks
- Stay focused on the short-term
- Be hard data oriented
- Focus on tactical issues
- Work within existing structures and systems
- Concentrate on getting the job done
- Focus processes and activities that guarantee short-term profits

Doesn't all this just sound like a description of a typical good project manager with a task driven mentality?

And hey, I have nothing against this style of leadership and management. There is a time and place for the Attila the Hun school of leadership. I have done it many times myself and very effectively - and with no regrets.

But, this leadership style is not enough in a change management situation and particularly in the current climate.

The four components of the transformational leadership style are:

(1) Charisma or idealised influence - the degree to which the leader behaves in admirable ways and displays convictions and takes stands that cause followers to identify with the leader who has a clear set of values and acts as a role model for the followers.

(2) Inspirational motivation - the degree to which the leader articulates a vision that is appeals to and inspires the followers with optimism about future goals, and offers meaning for the current tasks in hand.

(3) Intellectual stimulation - the degree to which the leader challenges assumptions, stimulates and encourages creativity in the followers - by providing a framework for followers to see how they connect [to the leader, the organisation, each other, and the goal] they can creatively overcome any obstacles in the way of the mission.

(4) Personal and individual attention - the degree to which the leader attends to each individual follower's needs and acts as a mentor or coach and gives respect to and appreciation of the individual's contribution to the team. This fulfills and enhances each individual team members' need for self-fulfillment, and self-worth - and in so doing inspires followers to further achievement and growth.

Transformational leadership applied in a change management context, is ideally suited to the holistic and wide view perspective of a programme based approach to change management and as such is key element of successful strategies for managing change.

And, to ensure that you ARE employing successful strategies for managing change - that are appropriate to your organisation - you need to know how to apply: (a) these transformational leadership skills, AND (b) how to apply the supporting programme management based processes - to ensure that you avoid the catastrophic 70% failure rate of ALL business change initiatives.

Transformational Leadership Theory - The 4 Key Components in Leading Change & Managing Change

7 Rules For Managing Grief and Loss

Grief and loss are inherent parts of life. No one gets off scott free from facing the emotional and physical pain of accepting the death of a loved one. Yet, all too frequently, we maximize our pain out of a lack of insight into the reality of major change and the common problems of adapting to life without the beloved.

Here are seven rules that will help in the challenge to deal with the inevitable changes to be faced and re-orienting to a new and different life.

Transition Coaching

1. Never allow thoughts to turn into actions without your full consent. Negative thoughts pervade most loss experiences. We tend to look back at what we lose and ahead to all the real and imaginary obstacles that have to be faced. This occurs in an atmosphere of fear and confusion which maximizes our concerns. Then a universal law takes effect: what we focus on expands. In this case, fear grows and the obstacles appear insurmountable. There is nothing wrong with being scared in facing the new and here is how you can deal with it.

7 Rules For Managing Grief and Loss

Full consent always implies deliberation. Deliberation means reasoned dialogue and thinking. Frequently, get with those you trust to share all concerns and ask for feedback on your thoughts. Let the fear, guilt, or loneliness out. Not easy to do, but the results will be essential in making the right choices and defusing limiting beliefs and fears. Doing the right thing will take courage that you can muster with help from friends. Use them with humility.

2. Be open to new ideas, assumptions, and beliefs. Loss challenges our beliefs about life and death. Grief is a time when reevaluating the way we were taught that life is, usually has to be challenged. There is more to its mystery than our little version. For most, there is a lot to learn, especially in how to accept impermanence.

Big, life-changing events often cause us to examine our values and put things in perspective. Revising beliefs will also bring new meaning to loss and an easier reinvestment in life. In reality, loss is a great teacher of the importance of relationships, humility, and gratitude.

3. Allow failure to be viewed as a normal part of coping well. Accepting failure as a tool for learning always spawns success. Having been utilized for centuries, it is just as true for coping with loss as it has been with some of the greatest inventions.

Be aware that we are programmed early in life to expect immediate success or to feel we are not up to the task. Examining where we make mistakes, and taking action to rectify them, is the road to follow. See failure when grieving as a friend, as part of your education about loss and life.

4. Start reconnecting as soon as possible. Loss and the emotions that accompany it are strong forces of isolation. Isolation especially hinders your ability to adapt and accept the new conditions of existence. Everyone needs a variety of connections; they are surefire lifelines. Do this: strengthen connections to your faith, friends, work, and mission because it is critical to reinvesting in life and developing new routines.

New routines are an absolute must due to the absence of our loved one. Make these new routines into new habits, which is an important key to coping well.

5. Cultivate solitude on a regular basis. Take time out each day just for yourself. This is just as important as building your circle of interpersonal relationships. It is a positive state time leading to comfort, enhanced spirituality, and creative coping with your great loss.

Find a place where you enjoy being alone, a particular room in your home, an area in a park, at the Beach, or some other natural setting. Give yourself permission to take a cry break or listen to soothing music. Take a walk by yourself. Meditate. Meditation will reduce your stress and raise your energy level. Give yourself a pep talk. Do what is best for you.

6. Trust your inner knowing. This resource is seldom consciously used. So listen to what your intuition and your body tell you about the choices to be made and the direction to travel. You have wisdom within, if you will take the time to be honest with yourself and listen. Then make yourself take that first difficult step in tackling whatever problem you have to face that day.

When discouraging thoughts start to build take action to stop the downward spiral by asking yourself "What do I need to do right now?" Listen to what comes up from your intuitive treasure, trust it, and reverse your direction. Keep repeating this new action.

7. Make the "D" word the cornerstone of your new life. Determination is a commitment you can make. Talk to yourself and say that you are going to prevail in this difficult adaptation. Write specific inspiring phrases on a 3 by 5 card that you can whip out and read when you start feeling the blues.

Then combine your self-coaching with getting up and moving into another room or going outside when things seem unmanageable. Consider calling a best friend or develop a method (create any affirmation) to interrupt the pattern of thoughts causing discouragement. With conscious determination you can redirect emotion.

All of the above can be worked on, one rule at a time. Remember what was said earlier: what you focus on expands. This not only holds true for fear and negative thoughts. It is just as powerful for visualizing yourself meeting and successfully negotiating a particular problem. It holds true for focusing on a positive memory or a gratitude memory. Those positive events will expand in importance and assist your transition.

7 Rules For Managing Grief and Loss

Managing Stress - Managing Stress Due to Job Loss

Job loss ranks among the highest in stress causing situations, with only major illness, going to jail, divorce and death of a spouse ranking higher. Retirement is only slightly lower in rank.

If you would like to get some relief during this traumatic time, check out these 6 strategies to managing stress during the transition created by the loss of your job.

Transition Coaching

First, allow yourself to grieve. You may experience the same stages of grief that people endure when they have lost a family member. Those stages start with denial, and move in to anger, bargaining, depression and finally, acceptance. Take care of yourself. Get plenty of sleep, eat balanced and regular meals, and participate in some form of exercise, preferably one that provides you with enjoyment. Stay in touch with former colleagues. It is very easy to sit in your house, and slowly isolate yourself. You need the interaction with others to feel supported, and to keep your thoughts on an even keel. Most importantly, increasing your circle of acquaintances is a good way to find work. Don't react to the situation by saying or doing things you may regret later on. Express your feelings to trusted friends and family members so that you can get them out of your system. An excellent way to maintain emotional control is by participating in an exercise that will release some of that energy, such as walking, jogging, bicycling or swimming. Make time for fun. You must take regular breaks from the anxiety and frustration of searching for a job. Get together with friends or get caught up on some of your hobbies. It is important to relax and find some pleasure throughout the day. Finally, acknowledge your daily efforts and accomplishments by keeping a journal. It's very easy for us to forget all the things we have done over the span of a week. A journal will help you realize how much you have accomplished. And, if you are inclined, write down three things you are grateful for each day. This will help you keep things in perspective.

Managing Stress - Managing Stress Due to Job Loss

Each of us copes with this type of transition in our own unique way. No matter what you do, there will be times when you feel completely overwhelmed. The good news is that you can limit those times by utilizing the strategies outlined above.

Managing Stress - Managing Stress Due to Job Loss

Hire Presence - Managing a Transition pt 4

Hire Presence - Managing a Transition pt 4 Tube. Duration : 7.35 Mins.

Executive coach Deanna Frazier shares her expertise about managing a job transition and putting together a life plan so that your next job is your best job ever. Learn more at www.hirepresence.com and http

Keywords: job search, job seeker, job transition, career transition, professional development, interview strategies, executive coach, Hire Presence, Deanna Frazier, hirepresence