Managing Transitions: Making the Most of Change
| By: | William Bridges |
| Publisher: | |
| Media: | Paperback |
| Availability: | Limited availability |
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Amazon Customer Reviews
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
Transition starts with an ending..
It isn't the fact of change that causes organizational grief, it is managing the psychological transition between the old and the new.
In my experience, most organizations do not handle this phase well. In their haste to move on, leaders and managers often forget the very real investment individuals have made in the past, Even when the need for change is understood and appreciated, people still require a plan to move ahead.
Dr Bridges has been working in this field for over 30 years. The strength of his work is in providing a framework for leaders and managers to consider the personal aspects of change.
Considering the human aspects of change management should have always been important. In these days, when so much of an organization's production capital is people, effective management of change is even more critical.
I recommend this book, and other work by Dr Bridges, to all leaders and managers who have responsibility for organizational change. You won't find all of the answers here, but you will definitely find the issues well covered.
Jennifer Cameron-Smith
Fantastic resource
Can't recommend highly enough. Very easy to read, useful examples. While many transitions are "negative" (factory closing, layoffs), the principles are very applicable to "positive changes" (adding staff, new facilities and systems, etc.). I run a small organization and it was incredibly helpful to me.
Excellent book
Change and transition are an important issue in our professional lives, going trough the book allowed me to realize the diferent stages and process involved and there for be in a better position the next challenge.
the use of examples en refrences is very well managed, language is easy
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