A. Managing Endings Checklist
| Yes | No | |
| √ | Have I studied the change carefully and identified who is likely to lose what – including what I myself am likely to lose? | |
| √ | Do I understand the subjective realities of these losses to the people who experience them, even when they seem like overreaction to me? | |
| √ | Have I acknowledged these losses with empathy? | |
| √ | Have I permitted people to grieve and publicly expressed my own since of loss? | |
| √ | Am I giving people accurate information and often? | |
| √ | Have I defined clearly what is over and what isn’t? | |
| √ | Have I found ways to “mark the ending”? | |
| √ | Am I being careful not to denigrate the past but, when possible, to find ways to honor it? | |
| √ | Have I moved on more quickly than others and need to recognize where they are in the endings stage? | |
| √ | Have I made a plan for giving people a piece of the past to take with them? | |
| √ | Have I made it clear how the ending we are making is necessary to protect the continuity of the organization or conditions on which the organization depends? | |
| √ | Is the ending we are making big enough to the job done in one step? |
B. Managing the Neutral Zone Checklist
| Yes | No | |
| √ | Have I done my best to normalize the neutral zone by explaining it as an uncomfortable time, which with careful attention, can be turned to everyone’s advantage? | |
| √ | Have I redefined it by choosing a new and more affirmative metaphor (specific to your business) with which to describe it? | |
| √ | Have I reinforced that metaphor with training programs, policy changes, and rewards and recognition for people to keep doing their jobs during the neutral zone? | |
| √ | If I can’t protect people from further changes, am I clustering those changes meaningfully? | |
| √ | Have I created the temporary policies and procedures that we need to get us through the neutral zone? | |
| √ | Have I created temporary roles, reporting relationships, and organizational groupings that we need to get us through the neutral zone? | |
| √ | Have I set short-range goals and checkpoints? | |
| √ | Have I set realistic output objectives? | |
| √ | Have I found what special training programs we need to deal successfully with the neutral zone? | |
| √ | Have I found ways to keep people feeling that they still belong to the organization and are valued by our part of it? And have I taken care that perks and other forms of “privilege” are not undermining the solidarity of the group? | |
| √ | Have I set up a transition monitoring team to keep realistic feedback flowing upward during the time in the neutral zone? | |
| √ | Are my people willing to experiment and take risks in intelligently conceived ventures, or | |
| √ | Are we punishing all failures? | |
| √ | Have I stepped back and taken stock of how things are being done in my part of the organization? (behavior of others/peers, etc.) | |
| Have I provided people with opportunities? | ||
| √ | Have I provided resources, tools and so on to help people achieve the goals of the opportunities? | |
| √ | Have I seen to it that people build their skills in creative thinking and innovation? | |
| √ | Have I encouraged experiment and seen to it that people are not punished for failing in intelligent efforts that did not pan out? | |
| √ | Have I worked to transform the losses of our organization into opportunities to try doing things a new way? | |
| √ | Have I set an example by brainstorming many answers to my old problems – the ones people say you just have to live with? Am I encouraging others to do the same? | |
| √ | Am I regularly checking to see that I am not pushing for certainty and closure where it would be more conducive to creativity to live a little longer with uncertainty and questions? | |
| √ | Am I using my time in the neutral zone as an opportunity to replace bucket brigades with integrated systems throughout? |
C. Managing New Beginnings Checklist
| Yes | No | |
| √ | Am I distinguishing in my own mind and in my expectations of others, what can happen on a planned schedule and what will not? | |
| √ | Do I accept the fact that people are going to be ambivalent toward the beginning I am trying to bring about? | |
| √ | Have I taken care of the endings and the neutral zone, or am I trying to make a beginning happen before it possibly can? | |
| √ | Have I clarified and communicated the purpose of the idea behind the change? | |
| √ | Have I created an effective picture of the change and found ways to communicate it effectively? | |
| √ | Have I created a plan for bringing people through the three phases of transition – and distinguished it in my own mind from the change management transition plan? | |
| √ | Have I helped people to discover as soon as possible the part that they will play in the new world, or how the new world will affect the part they play within the organization? | |
| √ | Have I ensured that everyone has a part to play in the transition management process and that they understand that part? | |
| √ | Have I checked to see that policies, procedures, and priorities are consistent with the new beginning I am trying to make so that inconsistencies aren’t sending a mixed message? | |
| √ | Am I watching my own actions carefully to be sure that I am effectively modeling the attitudes and behaviors I am asking others to develop? | |
| √ | Have I built into my plans some occasions for quick success to help people rebuild their self-confidence and to build the image of the transition as successful? | |
| √ | Have I found ways to celebrate the new beginning and the conclusion of the time of transition? | |
| √ | Have I found ways to symbolize the new identity – organizational and personal – that is emerging from this period of transition? | |
| √ | Have I given people a piece of the transition to keep as a reminder of the difficult and rewarding journey we all took together? |
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