People Agenda and Business Agenda

In the current scenario, most of the companies and organisations are facing a major change or a transition, linked to internal and external factors.

Generally, the typical change management models are applied, but here we want to analyse the context with the #transition lenses, looking at both people and business agendas.

Let’s start from what we’re observing directly. Many clients of ours fall in the following scenarios:

1. The Top Management sets increasingly challenging goals. People give their best, but morale drops because the goals appear unreachable and/or because they are not met, despite their efforts. Consequently, people feel empty, frustrated, unseen and unappreciated by the Top Management, although they’re giving their best. And the HR managers are exactly in the middle, trying to keep an eye on the Business Agenda (i.e. targets, goals), and another on the People Agenda (i.e. engagement, conditions).
2. Companies launch a large reorganisation, without preparing and managing it properly, with low attention to the people agenda, causing heavy emotional impacts. And we assist to the classic Friday afternoon cascades and mails, layoffs communicated in the morning for the afternoon, the spread of voices about possible closures of offices and branches, massive move of people, outsourcing of entire activities and departments, merging of organisations with evident duplication of roles and relative stress for those who feel they have their double, feeling at risk.
3. The desired goal to participate to big events and projects (for instance: the organisation of Expo, G8 summits, Olympic Games, the development and launch of a breakthrough product) that are inherently characterised by a cycle, that is by a “before”, a “during” and a programmed “after”, with all the three phases to be accompanied on both business and people levels.

How can you move in the above scenarios, with the Transition lenses?

Transition manages, dissolves, transforms resistance: it alchemizes the process of change, working on its own elements.

On the other hand, change management provides tools and processes to recognize and understand change, with a focus on the human impact of a transition.

The most recent research highlight the need for an effective combination of Change Management organizational tools and individual Change Management models. But, in our arena, change management represents a “diminutio” compared to the power of a proper Transition Management approach.

Transition is by far more complex, requiring that human and business aspects travel in alignment: a major change can be obtained not on expense of people but always with and through people. The lever is always the human one, the human side of change. For us that’s transition management.

Transition makes change truly sustainable, ecological, systemically correct because it deals with and deeply integrates the human side of change: not as a pure mechanistic act, but as a process of evolution.

A strong alignment between change in people and in corporate culture is compulsory, in order to have a durable and positive transition to a new condition and awareness.

We could provide advices, suggestions, but we prefer to ask you three questions:

1. Do you know what stage your employees are in, along the change process you are creating, soliciting, managing?
2. Are you focusing on the process and management of obstacles to the change or are you preparing it, partnering with your people?
3. What approach (Change Management or Transition Management) do you feel fits the best in your Company?

#careertransition?#changemanagement?#executivecoaching?

In this newsletter we’ll give inputs to individuals and organisations who are attentive to the human side of change, and willing to bring awareness and clarity to their needs, to signals not to be overlooked, to barriers to overcome and to their innermost fears.

We’ll also talk about energy release, innovation, engagement, vitality, sustainability, systemic ecology and all the benefits that come as a gift, when we listen to that call and decide to honor it and live a real transformation.

? Want to learn more about our approach to Transition? ?? Subscribe to our?Monthly Newsletter?(here we also journal on our personal transitions and give you insights, link to resources...)

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? Connect with?Gianfranco Nocilla?and?Serenella Panaro?and ?? Click on?Transition Mastery?to read our posts

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