Workplace transition requires the involvement of a transition group who works horizontally across the verticals. This group has to see (make sense of ) the whole to manage-lead (or make recommendations for) the transition. That is to consider, explore, and encourage efficient, effective and relevant organization of work because of the reason for the transition.
This article is the second of 10 exploring Workplace Transition (Workplace Experience - #WPT, #WPX) ... where in workplace terms "transition (internal) is about the organization response to change (external) - knowing "change surrounds every challenge" (Dr. Linda Hines). Herein challenge is about the hindering and helping complementarity of challenges.
The other articles are listed below as Resources.
Manage a transition group representative of the whole
Important points for this article include:
- encourage dialogue about the concepts and practices of implementation - innovation - inspiration - insights
- consider naming the group in words that express its outcome
- explore the characteristics of team appropriate for the transition group
Dialogue about Implementation - Innovation - Inspiration - Insights
While setting-up, during, and closing-out the transition group remain attentive and "intentive" to the use of the terms and concepts associated with
In doing so you encourage IT = I Transition ... because it's important each member AND the group transition as well. Herein you have five "eyes" to see (sense) what's happening.
Name the Group Suggesting the Outcome
Because the transition group is about "transition," it's helpful/useful to group members and more so to the "stakeholders" of the transition to have a sense of the outcome (a reminder) of the transition group's involvement in their organization of work.
During a merger & acquisition transition, the transition group called themselves CART = Competence Action Review for Transition. They were tasked with encouraging staff & customers in their locations (dealerships) to appreciate and engage in the transition to a hybrid management-leadership system (blending the best of what is with the best of the new company) while sharing the new name and the branding story. The storyline was about acquiring new competence necessary for the business movement to ensure continued profitability.
Include the Appropriate Characteristics of Team in the Organization of the Transition Group
You've established a group - those involved understand its mandate - and your moving forward.
An important element of the "people navigation" of the group is to use the appropriate characteristics of team to improve, focus, and strengthen the group approach.
The transition group is short-lived. Therefore, assigning resources (time, effort, and money) to creating a team is counter to the group's mandate.
Instead ... consider developing and sustaining a GREAM - the choice between group and team.
More in the book:
Managing-Leading Groups, Teams, and More including GREAMS
Of importance ... the Transition GREAM works horizontally for the benefits together and beyond!
Click the title to access the other articles in the 10 article series
Review the concepts shared ... and use the suggested practices
Reflect on the actions you've taken, the awareness you gained
And let us know what happened via our Contact page (private) or add a comment below (public).
In association with Workplace Transition this article complements actions to create the well-living workplace ...
Download the book: Creating the Well-Living Workplace for free. Click the image to the right -->
The book contains 139 insights - action_outcome statements at the organization level.
And if you want to go further faster, purchase the Well-Living Workplace online course.
Click here to learn more ...
In Closing Workplace Transition 1119 ...
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