The document discusses embracing change and transition. It defines change as situational and external, while transition is the internal process of coming to terms with a new situation. Types of change include starting a new job, adapting to a new role, or becoming a parent. When facing change, it's important to consider what may be lost or gained and what is unknown or uncertain. The document outlines seven principles of transition management and identifies phases of transition. It provides six steps for surviving organizational change, including understanding the reasons for change, clarifying expectations, ensuring the ability to implement change, examining alternatives, determining rewards and consequences, and acting with commitment.

1. EMBRACING change SR presented by: Cherry Labarrete

3. Realize change as controllable.

4. Be change ready.2

5. Change Transition Starting a new job Adapting to your new role Becoming a parent Learning to maintain your sanity Learning to live on your own Moving out of your home Definitions of Change and Transition* Change is situational. It happens whenever something stops or starts in our lives. Change is external to us. Transition is the process people go through in coming to terms with a new situation. Transition takes longer than change. Transition is internal. *The distinction between these two terms comes originally from William Bridges

6. Types of change? 4

7. Our Situation: Losses, Gains, Unknowns, Uncertainties Think about with what’s happening now? What might we lose? What might we gain? What might we be uncertain about? What are the unknowns?

9. We often fear and shy away from the unknown.When we rebuild what has been disrupted or lost and learn more about the unknown, we are better able to let go, move on, and do our part in making the changes successful. Faced with the choice between changing one's mind and proving that there is no need to do so, almost everyone gets busy on the proof. William Kenneth Galbraith

10. Transition Map

11. 7 Principles of Transition Management You have to end before you begin. Between the ending and the beginning, there is a hiatus. That hiatus can be creative. Transition is developmental. Transition is also a source of renewal. People go through transition at different speeds. Most organizations are running a “transition deficit.”

12. 9 Phases of transition

13. 10 “Our dilemma is that we hate change and love it at the same time; what we want is for things to remain the same but get better.” Sydney Harris

16. 5. Determine rewards and consequences You won’t be motivated to change without good reasons. Ask: What is at stake? What happens if the department/project fails? What happens if I fail? What do I hope to gain? What is important to me? Determine what that means to you. 13 surviving organizational change

18. Suggest ideas and improvements.

19. Demonstrate your commitment by taking immediate action.

20. Create short term wins14 surviving organizational change

21. Creating Short-Term Wins “People hate change. People love progress.” —David Pottruck, Former CEO, Charles Schwab

22. Are you Change- Ready? 16