Each change means a move from the current situation (A) to the desired situation (B). To get from A to B, you have to handle practical things in the upstream: new workflows, new roles, a new system, other job profiles, a new building, etc. All these things in the upstream are called the situational change from A to B.
This situational change is necessary but not sufficient for a change of meaning where new behavior is shown in the desired situation.
In addition to the situational change, a transition in the underflow is also needed: the psychological change that employees must pass through, making them feel at home in B and conducting behavior other than in A.
Psychological change takes place in phases and is therefore predictable and manageable. Systems, including organizations, always have the same response to a change: as soon as possible back to the old situation. Thus, the response of an organization to a change can be seen as a symptom of a pressurized system.
PlanB – downstream and upstream
All phases are necessary for a change of meaning. Each transition phase has its own indispensable contribution to the change to B. If you manage to see and acknowledge that contribution, you can more easily and faster go to B. In order to get a successful transition, an organization needs to complete all phases.
OrganisatieGroei uses this model to conduct a change in a constructive and successful manner.
OrganisatieGroei has 2 specialized PlanB specialists.