Q&A: What Type of People Should I Have In My Life?

Q&A: What Type of People Should I Have In My Life? Tube. Duration : 1.88 Mins.

Find out the importance of having the "right" people in your life! It will help you immensely in life's journey!

Tags:

The WorkFaith Connection - Helping people in transition build a new life through work & faith.

The WorkFaith Connection - Helping people in transition build a new life through work & faith. Video Clips. Duration : 5.88 Mins.

The WorkFaith Connection is a faith-based 501 (c)(3) nonprofit in Houston, TX that helps men and women overcome barriers and challenges to gain, and sustain meaningful employment through job readiness training and coaching.

Tags:

How Do Leaders Support People in Job Transition?

How Do Leaders Support People in Job Transition? Tube. Duration : 5.22 Mins.

True leaders are leader's 24 hours a day and with everyone with whom they interact. This includes people in job transition who may reach out to you for your support or simply find in conversations with people you meet every day. In this video blog, author Kirk Hallowell offers three ways in which you can quickly and effectively support people in in job transition without taking significant time and energy from your own schedule.

Keywords:

Ep 2 - How to Motivate Employees (Holding People Accountable)

Ep 2 - How to Motivate Employees (Holding People Accountable) Tube. Duration : 4.37 Mins.

Learn how managers can motivate their teams by holding them accountable in a way that feels positive and supportive, rather than negative or condescending. This is part two in a 5-video series that details How to Motivate and Empower Your Team. The material is based on globally acclaimed author Keith Rosen's book, Coaching Salespeople Into Sales Champions, and decades of experience training thousands of managers from the top companies in the world how to transition from simply being managers, to becoming Master Manager Coaches instead.

Keywords: sales training, manager training, holding people accountable, accountability, sales tips, motivational, motivating salespeople, communication, improving communication, empowerment, self improvement, success, coaching, sales coaching

Things Change, People Transition

What is transition? How is it different from change or is it different? Why does it matter? In fact, change and transition are different. Change and transition are also related. Change is a word whose definition we tend to more easily understand: "to make something different." Transition is a bit more complex: "a movement, development, or evolution from one form or stage to another."

William Bridges captures the definition best in his book "Transitions Making Sense of Life's Changes," when he says,

Transition Coaching

"Change is your move to a new city or your shift to a new job. It is the birth of your new baby or the death of your father...In other words, change is situational. Transition, on the other hand, is psychological. It is not those events, but rather the inner re-orientation and self-redefinition that you have to go through in order to incorporate any of those changes into your life...Unless transition happens, the change won't work, because it doesn't 'take.'"

Things Change, People Transition

Sometimes change comes first, initiating a transition. Take for example relocation. You just moved across the country or far enough North, South, East, West to feel like a big move. You are learning a new career or a different job, creating a new community, meeting new friends, trying to find a new doctor, dentist, drycleaner... You are starting over. While the move came first, the letting go of an old life (transition) followed in service of creating the new life, the new you.

Sometimes transition comes first, requiring a change. Take for example, again, relocation. Maybe the change, the relocation, was initiated by an internal want. Maybe the need for something different or more was so strong that it was the catalyst for your decision to relocate, to pursue a different career or new job or new place to live.

Bottom line, change is typically external and situational whereas transition is internal, involving a letting go of an old way of being and behaving so that a new, more relevant you can emerge.

Many of us feel tremendous change and transition right now because of the instability felt in the world at large and yet, transition has always been (and will always be) a part of our lives. We transition from the bottle to a cup, from a crib to a big bed, from home to school, from childhood to adolescence, to college, to career, to marriage, to parent, to health issues big and small, to changing careers, to changing friendships, to empty nest, to divorce, to death, to parents of our parents - the list goes on.

The way in which we know ourselves fades, is no longer wholly relevant and so we must create a new identity which incorporates this change or new situation. In every transition there is an ending (who we were) and a subsequent beginning (who we will be) and in between a very messy period. This isn't to say that every fiber of our being changes, it doesn't as likely our value system is static.

In the mess or gray area comes opportunity. We often shy away from the mess because it's unclear, uncertain, unstructured, well, just plain messy. And yet, if we reframe our understanding and thinking, the messiness can be an opportunity for creativity, for considering new possibilities and new ways of being. There really is opportunity in change, and that doesn't mean it's easy. Transition is difficult. How difficult? The level of difficulty is impacted by the significance of the change, our innate temperament, attitude, and resiliency, as well as our learned methods for stress management. Whether you realize that you are in the middle of a transition or whether something about your life simply feels "off," what do you do?

Get Clarity.
What do I know to be true? What am I feeling? What behaviors no longer fit or serve me? What do I need to let go of...about what I've believed or assumed, about how I've always been or seen myself? What do I want most out of life?

Recognize Choice.
What choices (possibilities) do I have surrounding this change or situation? How might my value system help me sort through the choices? What might I do to create a new, more relevant me?

Direct Change.
Commit to letting go of old behaviors, decide which new ways of being now serve you, define necessary resources, and create a plan to implement. Act, in support of the new you required of this transition.

The danger in neglecting the internal transition is becoming someone who moves from change to change. This is the person who moves from relationship to relationship or from job to job, using change to avoid transition. This is the person who leaves a job abruptly complaining about the terrible manager rather than stopping to notice a career pattern, rather than looking to see what it is about oneself that continues to find such bosses (or relationships), again and again.

Life brings us two constants, change and transition. Change will only intensify as we travel through the 21st century. How do you want to deal with the lifetime of change and transition ahead? What if you considered change from a perspective of optimism and opportunity? What if you entered into transition being more planful and intentional? Or, what if you decide to simply move from change to change without ever really taking a moment to reflect on the impact, or the necessary transition, preferring to react to the external world and ignore your internal world? Do you wash and wax your car and completely ignore the engine? You decide.

© 2009 Lisa B. Montgomery

Things Change, People Transition

What is your response to the issues that people will find the transition to difficult?

What is your response to the issues that people will find the transition to difficult? Video Clips. Duration : 5.57 Mins.

Program Description: This presentation will focus on the steps, elements, and people that are needed to assist people with disabilities in their successful transition out of Hab Centers. The promise and the pitfalls associated with transition will be explored. Learning objectives include: 1. Participants will learn the major elements required for successful transition efforts. 2. Participants will be able to identify transition shock issues and the identifying characteristics. 3. Participants will learn the top myths and misconceptions that opponents of transition use (no supporting data but powerful emotions). 4. Participants will learn the most important non-negotiable steps that need to be in place for successful transition efforts. 5. Participants will learn how to become personally involved in the life of a person with a disability and the importance of this connection in understanding transition. 6. Participants will understand and be able to explain the major action plan steps needed when beginning the transition process. Program Presenter: Derrick F. Dufresne ,is the President of Community Resource Associates, Inc. (CRA), a training and management consulting firm that he founded in 1982. CRA is dedicated to promoting full community inclusion for people with disabilities. Derrick has provided training and consultation to more than forty thousand people in over forty-eight states since 1982. From 2003-2009, Derrick served as President and CEO of the Institute on ...

Tags: MPCDD, segment, 06, youtube, HD, 1080

William Bridges - "Lost in Transition" - How to Lead Your People Through Change

One of the main points that William Bridges makes in his book "The Way of Transition" is that transition is not the same as change. Change is what happens to you. Transition is what you experience. And transition involves loss and letting go - typically of old familiar routines and ways of doing things, social identity, role identity, status, money and relationships.

"To cross over the line into the transition, you need to ask yourself what inner relinquishments you'll need to make because of the change. What needs will you have to find other ways to get met? Because of your change, what parts of yourself are now out of date?"

Transition Coaching

Bridges sees the transition passing through 3 distinct phases:

William Bridges - "Lost in Transition" - How to Lead Your People Through Change

(1) Ending, Losing, Letting Go - helping people come to terms with what they have lost and helping them prepare to move on

(2) The Neutral Zone - helping people through the readjustment and realignments - helping them find the path to follow

(3) The New Beginning - helping people develop the new identity, and their new role in the new order and energising them to new growth

Personally I take the view that at root, change management is about process and people. But even process is just about people doing stuff... so ultimately it's all about people - and processes that work for people.

Any organisational initiative that creates change - or has a significant change element to it - has a 70% chance of not achieving what was originally envisaged. In my experience, of the 3 main reasons for failure, the underlying cause is nearly always to do with senior management's failure to take full account of the impact of the changes on those people who are most affected by them i.e. the absence of good strategies for managing change.

Many thought leaders in the world of change management and change leadership are now speaking vociferously about the importance of the emotional dimension of leadership and the need to address the human dimension of change. For example:

- The Kubler Ross grief-cycle otherwise known as the "change roller coaster" which maps the emotional stages that people pass through in their transition through change.

- Daniel Goleman and others have stressed the importance of the leader's ability to articulate a message that resonates with their followers' emotional reality and their sense of purpose, and thus motivate them to move in a specific direction.

- John Kotter says that the single biggest challenge facing leadership in a change process is just getting people to change their behaviour - and that happens... "When they are motivated to do so, and that happens when you speak to their feelings."

- Jon Katzenbach highlights the value of personalising the workplace and making and demonstrating a personal commitment by getting involved and truly understanding what your staff is doing on a daily basis.

- Andy Pearson emphasises how people will respond to their leaders efforts to connect with their emotional side: "Great leaders find a balance between getting results and how they get them."

So to summarise, in Bridges' own words:

"A change can work only if the people affected by it can get through the transition it causes successfully."

In my view, and at a practical level, of all the methodologies of how to manage change and how to address the accompanying transition, the programme management based approach is most likely to ensure that you avoid the 70% failure rate, and this is because:

(1) It is holistic and takes a wider perspective.
(2) It focuses you on addressing issues and aspects that otherwise get overlooked.
(3) It addresses the people impacts and issues arising as a direct and indirect result of your change initiative.

William Bridges - "Lost in Transition" - How to Lead Your People Through Change