| Am I distinguishing in my own mind and in my expectations of others, between the start, which can happen on a planned schedule, and the beginning, which will not? |
Y/N |
| Do I accept the fact that people are going to be ambivalent towards the beginning I am trying to bring about? |
Y/N |
| Have I taken care of the ending(s) and the neutral zone, or am I trying to make a beginning happen before it possibly can? |
Y/N |
| Have I clarified and communicated the purpose of (the idea behind) the change? |
Y/N |
| Have I created an effective picture of the change and found ways to communicate it effectively? |
Y/N |
| Have I created a plan for bringing people through the three phases of transition - and distinguished it in my own mind from the change management? |
Y/N |
| Have I helped people to discover as soon as possible the part that they will play in the new system - or how the new system will affect the part they play within the organisation? |
Y/N |
| Have I ensured that everyone has a part to play in the transition management process and that they understand that part? |
Y/N |
| Have I checked to see that policies, procedures and priorities are consistent with the new beginning I am trying to make so that inconsistencies are not sending a mixed message? |
Y/N |
| Am I watching my own actions carefully to be sure that I am effectively modelling the attitudes and behaviours I am asking others to develop? |
Y/N |
| Have I found ways, financial and non financial, to reward people for becoming the new people I am calling upon them to become? |
Y/N |
| Have I built into my plans some occasions for quick success to help people rebuild their self-confidence and to build the image of the transition as successful? |
Y/N |
| Have I found ways to symbolise the new identity - organisational and personal - that is emerging from this period of transition? |
Y/N |
| Have I given people a piece of the transition to keep as a reminder of the difficult and rewarding journey we all took together? |
Y/N |
