While making differentiation in any process of the organization where your project is implemented, everyone should grasp the meaning of the change well. Otherwise, changes cause feelings of doubt and, a decrease in excitement and eagerness. Sometimes we can even see refusal to accept change in organizations. This model describes the hurdle against these outcomes very well.
1. Ending, Losing, Letting Go: Sometimes settling with what took place is needed. Here we need to experience a complete mental closure. I think it's important to be able to deal with this acceptance business, as well as accepting change. There have been many times in the past where I was unable to do this, and I failed in phase one of transition theory. This is very normal anyway. Human psychology is highly sensitive and has to be at least as much in focus as the change itself. At this stage, you see better what has ended, what you can lose. It is better to leave the old ways. You need to open up space for yourself. These are all processes.
2. Neutral Zone: At this point, you may feel that your glasses are blurred and you see more noise around you. You are neither where you used to be nor do you feel like you should be in a new place. Maybe your feet are not touching the ground. Here you will begin to get used to what change brings you. You will experience the innovations by trying different things. In a way, it is a fun but timid area.
3. A New Beginning: Now you can surrender yourself to the new with peace of mind. You will look with brand new eyeglasses adjusted just for your eyes. The changes made add a different harmony and atmosphere to you. You reinvigorate yourself with new things.
What this model teaches us is that transition is something that needs to be handled differently, and that fear of change is not something to be avoided, seen as absurd. This acceptance and knowing what to do will strengthen our hands.
See also:
0 Comments