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Senior Templates

Sunday, March 20th, 2011


Senior Templates



Senior Templates

Change Management Templates For Junior Managers - What is most likely to go wrong?

Your organisation's CEO and senior management have an idea, a vision for a significant visionary change, and/or your organisation is facing major external challenges…

It is fairly obvious to you that the size, scope and complexity, priority, timescale and strategic importance of the proposed change is such that it is likely to have a big impact on your people, that it will probably disrupt your day-to-day running of your team.

It is this emotional impact that is usually neglected. Given that people are attached to "how things are", there is a sense of loss and emotional upheaval if that certainty, and the security it provides, is threatened.

Let's make the reasonable assumption that your senior management and your boss is focused on achieving the benefits of the change as quickly as possible and mistakenly assume that everyone can be "managed through the change.

As a first line manager or supervisor, you are in the firing line. It will be down to you to implement their ideas.

Here's what is most likely to go wrong:

(1) Failing to grasp your that people need to be supported and led through change

# Change is an emotional business. The failing to address the human impacts of change is at the root of most failed change initiatives. It is not enough just to "manage" change; people need to be led through change

# One of the major change leadership priorities is recognising and addressing the inner psychological and emotional adjustments that people move through in response to external organisational change events

# William Bridges is emphatic in drawing the important distinction between organisational change and what he calls the "transition" that people need to move through in order to successfully adapt to the new circumstances arising from that change

(2) Misunderstanding what appears to be resistance – because:

# Transition takes longer than change

# What often seems like resistance to change is in fact people stuck in transition

#Change implementation delays are often about people stuck in transition

(3) Failing to recognise and attempt to address this emotional dimension

# So often it is just assumed by managers that people can and will accept an organisational change

# But, the failing to recognise and attempt to address this dimension is a significant cause of organisational change failure

(4) Failing to realise that the larger the human impact the greater the need for transitional support

# The larger the human impact of the organisational change the greater the need for some form of "transitional support"

# This omission frequently [and unnecessarily] delays or jeopardises the implementation of a strategic vision and the realisation of the organisational benefits

(5) Your people won't "just get it"

# Your people won't "just get it"; they will take at least as long as you did to transition and quite probably a lot longer

About the Author

For more information on each of the 6 key steps in each key phase please see: "Change Management Templates" Receive 8 FREE Introductory Lessons from the Practitioners Masterclass: "Change Management Lessons" Stephen Warrilow, based in Bristol, works with companies across the UK providing specialist support to directors delivery significant change initiatives. Stephen has 25 years cross sector experience with 100+ companies in mid range corporate, larger SME and corporate environments.

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I need to know some basic template/info, what do I include.

When you started/how long you've been singing.
Former teachers, current teachers, where you study.
Anything else music-related that you're involved in (choirs, etc.)
notable past performances/experience (i.e. masterclasses, music festivals) mention any summer music programs if appliciable
that's about it.

About the Performer:
Beginning at the age of ___, [name] has studied voice for approximately _____years. In the past, [name] has studied with [name] of [school/institution], [name] of [school/institution], and [name] of [school/institution]. Since [year], [name] has studied with [name] at [school/institution]. She/he is also a member of [choir] since [year]....etc.

[name] performs regularly at [event]. In the last few years, [name] has participated in [notable events/festivals, masterclasses, etc.]

[name] would like to thank her/his family, teachers, mentors, and friends for their support and hopes that all will enjoy the performance that is being presented.


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Senior Templates