Many attempts at change, both personal and organizational, are highly disruptive or fail completely because those involved have not given due consideration to the transition period between the status-quo and the desired future goal. There are no magic wands. Plans are not "carved in stone" to be followed without alteration just because they have been written down.

 

In order for a plan to be useful, it must be flexible and fluid, while maintaining its' basic integrity. You may find that you need to modify your action plan as you consider the problems of achieving a smooth transition. By all means, do so. [You may find that your basic concept really is undo-able. Maintain sufficient objectivity to accept that, if that is so.]

 

The feeling of personal involvement in making a change for the better can be a powerful motivator for you and others who share your goal. Work from your plans. The completion of an activity, the attainment of an incremental goal can be the source of great pleasure. Achievement of your goal will, doubtless, be your strongest motivator. But you will find that the progress you make as you begin to achieve incremental successes will further your motivating senses. Devouring a few "bite-sized chunks" of your plan can motivate you to accelerate your progress toward goal completion.

 

These "transitions" will help you to get from the present to your chosen future, by learning to identify the various elements that are central to managing a planned change.

 

Those key elements are the basis for the next steps. They are motivation; organization, monitoring and measuring; communication, resistance to change; and maintenance of stability. First, take a good look at the Motivation to Change.

 

 

 

        

 

T           TRANSITIONS