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<p align="center"><font face="Arial, Helvetica, sans-serif"><b></b></font></p>
<p align="center"><b><font face="Arial, Helvetica, sans-serif" size="+2">Wm
Bridges' Seminars - Managing Transition</font></b></p>
<p><font face="Arial, Helvetica, sans-serif"> Change is external to us as individuals
- the new team, boss, organisation structure, or whatever. Change can happen
quickly and is events paced. It does not guarantee that you or anybody else
is on board with it. </font></p>
<p><font face="Arial, Helvetica, sans-serif">Transition is an internal adjustment
process that we all go through when we experience change. We experience it
differently and at our own pace. </font></p>
<p><font face="Arial, Helvetica, sans-serif">We work with people to help them
through this process of transition, to move to a new way of working. </font></p>
<p><font face="Arial, Helvetica, sans-serif">Managing Transition has a double
impact - on the organisation and on individuals. The effect is to help clients
manage the disruptive effects of change, capitalising on the creative opportunities
that it presents. Employees are energised and become more productive.</font></p>
<p><font face="Arial, Helvetica, sans-serif"> The key influencer on transition
theory and practice is Bill Bridges. We are licensed to present his seminars
and conduct consultancy work based on his Transition model. </font></p>
<p><font face="Arial, Helvetica, sans-serif">Transition management complements
the content or project management approach to change. The content approach
seems to us, to be around planning events and processes but frequently neglects
the human dimension and often disappoints. The change happens but the people
are left behind, disaffected or merely 'survivors'. </font></p>
<p><font face="Arial, Helvetica, sans-serif">Transition management is therefore
complementary to content driven initiatives. It focuses on developing a process
that fosters employee commitment and builds necessary employee skills. It
also deals with questions of organisational transformation aimed at turning
today's high levels of change from a source of chaos to one that drives competitive
advantage. </font></p>
<p><font face="Arial, Helvetica, sans-serif"><b>Transition Programmes include:</b></font></p>
<p><font face="Arial, Helvetica, sans-serif"> Non Stop Change : for leaders
driving the change agenda</font></p>
<p><font face="Arial, Helvetica, sans-serif">Personal Transition: for individuals
at all levels</font></p>
<p><font face="Arial, Helvetica, sans-serif">Managing Transition: for managers
implementing change</font></p>
<p align="center"><b><a href="mailto:sqa@aol.com"><font face="Arial, Helvetica, sans-serif">Contact
us for further details</font></a></b></p>
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<p><font face="Arial, Helvetica, sans-serif" size="+2"><b><a name="synergy"></a>Project
description - Achieving Merger Synergy</b></font></p>
<p><font face="Arial, Helvetica, sans-serif"> <b>Client </b></font></p>
<p><font face="Arial, Helvetica, sans-serif">A newly merged oil major operating
in the North Sea</font></p>
<p><font face="Arial, Helvetica, sans-serif"> <b>Issues</b> </font></p>
<p><font face="Arial, Helvetica, sans-serif">This merged business was concerned
to achieve merger synergy in its North Sea upstream operations by reducing
costs and increasing production output. Key players recognised that this would
largely be determined by securing buy-in from everyone involved in the organisation.</font></p>
<p><font face="Arial, Helvetica, sans-serif"> <b>Needs </b></font></p>
<p><font face="Arial, Helvetica, sans-serif">To achieve merger synergy as soon
as practicable</font></p>
<p><font face="Arial, Helvetica, sans-serif"> To minimise the negative impact
on people during a period of turmoil </font></p>
<p><font face="Arial, Helvetica, sans-serif">To minimise 'survivor syndrome'
which had been experienced by one of the companies during a previous reorganisation.
</font></p>
<p><font face="Arial, Helvetica, sans-serif">To establish robust processes for
selection of new teams </font></p>
<p><font face="Arial, Helvetica, sans-serif">To begin a culture integration
process </font></p>
<p><font face="Arial, Helvetica, sans-serif"><b>Project outline</b> </font></p>
<p><font face="Arial, Helvetica, sans-serif">With a team from our business partners
the Taylor Clarke Partnership, worked with the company Integration Team to
plan a support programme for managers and others through a time of significant
change, including a major headcount reduction. Developed an approach based
on the work of William Bridges and his Transition methodology. </font></p>
<p><font face="Arial, Helvetica, sans-serif">This involved working with managers
to help them through their personal adjustment to change, including personal
career uncertainty. Then used insights gained to help them devise a series
of interventions aimed at helping their people through a turbulent time, including
a prolonged selection process. Worked on developing a practical toolkit including
conducting difficult conversations. </font></p>
<p><font face="Arial, Helvetica, sans-serif">Second phase of programme involved
short group sessions for staff generally, to help them come on board with
a series of changes.</font></p>
<p><font face="Arial, Helvetica, sans-serif">Final stage involved a series of
20+ team alignment sessions to ensure common strategic focus and begin the
process of team development for newly formed teams. </font></p>
<p><font face="Arial, Helvetica, sans-serif"><b>Results</b> </font></p>
<p><font face="Arial, Helvetica, sans-serif">Successful selection and appointment
to new teams </font></p>
<p><font face="Arial, Helvetica, sans-serif">Reduction in expected survivor
syndrome. </font></p>
<p><font face="Arial, Helvetica, sans-serif">Protected employer's reputation
in community as an enlightened employer</font></p>
<p><font face="Arial, Helvetica, sans-serif"> Evaluation established overwhelming
support for the initiative and its positive impact</font></p>
<p><font face="Arial, Helvetica, sans-serif"> Successful team alignment </font></p>
<p><font face="Arial, Helvetica, sans-serif">Limited staff attrition in key
groups to 1.5% over 12 months.</font></p>
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