TRANSITION PHASES

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1. How best can I describe THE COMMITMENT PHASE?

In order to really understand the commitment phase, let us discuss each phase one by one.

The transition process has at least four distinctive phases: denial, resistance, exploration and commitment. A brief explanation of each phase follows.

DENIAL - The first effect is numbness. People continue to work as usual ... as if nothing has changed. Denial is harmful because it impedes the natural process of moving forward. If employees stay focused on the "way things are" and are slow to explore how they can and must change, the process of change does not move forward.

RESISTANCE - Once the denial phase has passed, resistance to change sets in. People focus on the impact change will have on them personally. Managers will hear a lot of grumbling, productivity may drop, and thoughts of leaving the organization increase. This phase will pass more quickly if people are able to express their grievances. Anger and frustration are normal feelings at times like this. Employees discover they have the same reactions co-workers do, so they are not alone in their distress.

ACCEPTANCE - Gradually, acceptance of the inevitable change comes about. This is the time for individuals in the organization to re-group. It helps to plan get-togethers so that co-workers can say goodbye to the old and hello to the new.

TRANSITION - During this phase employees begin to focus their attention on the future. Using their best problem solving skills, individuals are challenged to find their place in the new order of things. This phase can create a renewed sense of connectedness among co-workers. The rebuilding in ...