Post on 07-Jul-2015
description
Leaving/Endings
Neutral Zone
New Beginnings/Start-Up
Things “stop” and that is external.
When we say “end,” we mean something internal –the way that things have been experienced, related to, counted on is over.
A piece of one’s life is gone. That is why endings have so much impact.
Comfort Zone
What to Expect
Physical Relocation
Predictability
The nowhere between two somewheres
“Tohu vevohu” no
man’s land, quicksand,
the dessert, neither
here nor there
The in-between states where the old way
of doing things, the old identity, or the
old life is gone, but the new one hasn’t
yet become operational or effective.
It is a chaotic time and one when
people are tempted to go back to the
past or to bail out completely.
The emotional renewal of commitment
to and identification with an
organization.
The beginning really involves a new
identity, a new sense of purpose, and a
new sense of meaning.
1. Multiple transitions
are going on – You, your family, your
organization.
2. There is an overlap of emotions.
Plan self care for the leader
Look after the leader’s family
Stress – how does a committee run
interference for the leader?
Hard to overcome
Be intentional – what do you want
people to remember
Mindfully select first success
Supply Leader with
lists
Key leaders – visible
Key leaders – hidden
Key leaders-supply
bio
Supply Leader with
lists
Birthdays
Illness, Anniversaries, Special Events
20 people to take
out to lunch
Of people
Of accomplishments
Of challenges
Do Wall of Wonder exercise
Vietnam
War
1996 Daniel’s
Bar Mitsvah
Run interference for the leader
Stress continuity
Affirm history
Make list of changes they want
Number one issue is changing a custom
without consultation
Communication Issues
Expectations exercise
Information
Do not avoid but see as information
Not resolve but manage
Protect Leader
Allow for reactivity by the leader
Not just one predecessor
Minutes of meetings – especially Board
Meetings
Bulletins and Publications
List of customs
Places with representatives from
institution
People with representatives from the
institution
Showcase talent of new leader
Pareto Principle
20% of your activity should produce 80%
of your product