How to Coach Yourself and Others Essential Knowledge For Coaching | Page 182
Here are some points to bear in mind when assessing where
people are on the transition curve.
Some people repeat sections of the curve to best handle
transition (there's no right or wrong sequence).
People will exhibit different emotions depending upon the
nature and number of changes occurring to them at the same
time and their 'emotional intelligence'. This is normal.
Realising where you and the people around you are on the
curve will help you initiate appropriate actions and respond
effectively.
Teams may travel the curve together but individuals will
arrive at 'beginnings' at their own personal rate.
It's OK to be slow so long as you're moving and not stuck
somewhere.
It's OK to be slow so long as you're planning on arriving
sometime.
It's OK to be fast so long as you're tolerant and supportive of
slower travellers.
It's OK to be fast so long as you honestly acknowledge your
own 'endings'.
1. Understanding Endings
In the 'Endings' stage, staff may want to deny the existence of the
initiative and other related change events. Their denial can move
them to fear and uncertainty about the future. This diminishes
their level of activity and readiness to deal with the accelerating
pace of change as the process starts to impact on the
organization.
Staff may acutely feel the loss of the familiarity and security they
felt in the organization before this and other changes occurre