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The business world is transforming. Stories of layoffs, bankruptcy, mergers, and restructuring appear in the news every day. When these changes hit the workplace, the actual situational shifts are often not as difficult for employees and managers to work through as the psychological components that accompany them. Indeed, organizational transitions affect people; it is always people who have to embrace a new situation and carry out the corresponding change.
The job of managing workplace change can be difficult; managed poorly, the result can be disastrous to the morale and stability of the staff. As veteran business consultant William Bridges explains, successful organizational change takes place when employees have a clear purpose, a plan for, and a part to play in their changing surroundings. Directed at managers on all rungs of the proverbial corporate ladder, this expanded edition of the classic bestseller provides practical, step-by-step strategies for minimizing the disruptions caused by workplace change. It is an invaluable managerial tool for navigating these tumultuous, uncertain times.
- Sales Rank: #4546 in Books
- Brand: Bridges, William, Ph.D.
- Published on: 2009-09-22
- Released on: 2009-09-22
- Original language: English
- Number of items: 1
- Dimensions: 9.20" h x .42" w x 7.40" l, .75 pounds
- Binding: Paperback
- 192 pages
Review
Bookviews blog, October
“Filled with excellent advice for those in leadership positions who need a clear understanding of what change does to employees and what employees in transition can do to an organization.”
Alaska Journal of Commerce, 12/13/09
“If your giftee has experienced a lot of change this year (or anticipates some in 2010), wrap up Managing Transitions…This book includes thought-provoking quizzes.”�Toronto Globe and Mail, 8/3/10�#7 on the “Bestselling Business Books” list
Sandra Ford, President of the School Nutrition Association, quoted in Food Management, March 2013“The most important book I’ve read recently.”
About the Author
William Bridges, PhD, is an internationally known speaker, consultant, and author. For nearly three decades, he has shown thousands of individuals and hundreds of organizations how to deal productively with change. He lives in Mill Valley, California, with his wife.
Most helpful customer reviews
168 of 172 people found the following review helpful.
Answers the question: Why most organizational change fails?
By Desert Husker
William Bridges is one of the world's leading experts in the area of managing the human side of change. Bridges originally introduced the notion of "transition" in his first book, Transitions: Making Sense of Life's Changes (1980), which was a primer on coping with the tumultuous life changes we all face on a personal level. In Managing Transitions, Bridges applies the concept of transition within the context of organizational change.
Bridges asserts that transition is not synonymous with "change." A change occurs when something in the external environment is altered. In an organizational setting this would include changes in management, organizational structure, job design, systems, processes, etc. These changes trigger an internal psychological reorientation process in those who are expected to carry out or respond to the change. Transition is this internal process that people must go through in order to come to terms with a new situation. Unless transition occurs, change will not work.
Bridges believes that the failure to identify and prepare for the inevitable human psychological adjustments that change produces is the largest single problem that organizations encounter when they implement major change initiatives.
Unfortunately, many managers, when confronted with predictable change-induced resistance by those charged with implementing a change, respond in punitive and inappropriate ways that only serve to undermine the change effort. Due to their lack of understanding of transition, they do not possess the skills to facilitate it effectively.
Leaders and managers often assume that when necessary changes are decided upon and well planned, they will just happen. Unless the transition process is handled successfully by management, all that careful decision making and detailed planning will matter little.
We must face the fact that for a change to occur, people must own it. Unless people go through the inner process of transition, they will not develop the new behavior and attitudes the change requires. Change efforts that disregard the process of transition are doomed.
Bridges presents the reader with a simple three-phase transition model that eliminates much of the mystery surrounding the human side of change. He then provides would-be change agents with a series of checklists that serve as a road map for managing transitions in the real world.
Both research and experience remind us that although a change can be implemented quickly, the psychological process of transition takes time. Transitions can take a very long time if they are not well managed. Few organizations can afford to wait that long for the results.
The good news is that leaders can learn basic transition management strategies. Armed with these skills, they can lead employees through complex and difficult changes with renewed energy and purpose, and can actually accelerate the process of transition.
With as many as half of all major organizational change efforts failing, leaders must learn new strategies and skills that will increase the odds of success. Bridges has provided us with a toolkit for managing the human side of change that is well worth considering.
63 of 66 people found the following review helpful.
The first step of any project should be to read this book.
By A Customer
The main message of this book - "Never lose sight of the fact that is not so much that you are starting something new but it is that you are stopping something old". The something old that you are stopping is the system that people have used for years. It might be the worlds worst system but it was theirs and you are going to take it away and replace it with something they neither understand or have been a part of selecting. This book helps you deal with that issue. Read it first - then start re-engineering.
44 of 49 people found the following review helpful.
Practical, tactical and easy to follow. Invaluable.
By K. Brick
This books helps one get one's arms around the "soft" - but most difficult - side of change. I cannot tell you how many brilliant implementation plans fail because consultants and organizations did not plan ahead and take into account the material covered in this book. Checklists and clear descriptions help even the most analytical types understand the human side of change and tactics needed to make change successful. I recommend this book to all my friends - from McKinsey consultants to ministers and non-profit managers.
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