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Printable Handouts
Navigable Slide Index
- Introduction
- Overview
- Managing adaptation to transition
- Transitions are frequently occurring events
- Transitions are difficult to manage
- Transitions are difficult for people to cope with
- Mismanaged transitions have negative impact
- Transitions can unfreeze people and organizations
- Adaptation: internal response to external event
- Letting go of the old before accepting the new (1)
- Letting go of the old before accepting the new (2)
- Human beings are remarkably adaptable
- Consistency will lead to more acceptance
- Implications for action
- Requirements & levels for facilitating adaptation
- Four elements for facilitating adaptation
- Empathy
- Engagement
- Energy
- Enforcement
- Case example: EuroTel
- Case example: EuroTel acquires competitor
- Case example: CEO engages consultant
- Case example: Focus group reveals concerns
- Case example: New Sales leader
- Case example: CEO temporarily leads Sales
- Case example: Review
- Implementing the four elements for adaptation
- Creating empathy
- Creating engagement
- Creating energy
- Creating enforcement
- Conclusion
This material is restricted to subscribers.
Topics Covered
- 10 realities about organizational transition and employee adaptation
- Implications for action
- Requirements & levels for facilitating adaptation
- Four elements for facilitating adaptation (Empathy, Engagement, Energy, Enforcement)
- Case example for action during a transition
Talk Citation
Marks, M.L. (2014, June 2). Implementation: a framework for facilitating employee adaption to major organizational transitions [Video file]. In The Business & Management Collection, Henry Stewart Talks. Retrieved August 31, 2024, from https://doi.org/10.69645/UKUN7537.Export Citation (RIS)
Publication History
Implementation: a framework for facilitating employee adaption to major organizational transitions
Published on June 2, 2014
62 min
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