{"id":3907,"date":"2022-02-16T19:43:03","date_gmt":"2022-02-16T11:43:03","guid":{"rendered":"https:\/\/blog.visual-paradigm.com\/id\/?p=3907"},"modified":"2022-11-30T14:07:55","modified_gmt":"2022-11-30T06:07:55","slug":"what-is-bridges-transition-model-change-vs-transition-explained","status":"publish","type":"post","link":"https:\/\/blog.visual-paradigm.com\/id\/what-is-bridges-transition-model-change-vs-transition-explained\/","title":{"rendered":"Apa Itu Model Transisi Jembatan? Perubahan Vs Transisi Dijelaskan"},"content":{"rendered":"

Model Transisi Jembatan, yang berfokus pada transisi daripada perubahan.\u00a0Gagasan untuk berfokus pada transisi daripada perubahan bukan hanya masalah kata-kata, tetapi juga menyusun pendekatan yang sama sekali berbeda untuk manajemen perubahan.<\/span><\/p>\n

Perubahan vs Transisi<\/span><\/span><\/h3>\n

Perubahan<\/span><\/strong>\u00a0adalah peristiwa atau situasi eksternal yang terjadi: strategi bisnis baru, pergantian kepemimpinan, merger atau produk baru.\u00a0Organisasi berfokus pada hasil yang diinginkan yang akan dihasilkan oleh perubahan, yang biasanya merupakan respons terhadap peristiwa eksternal, dan perubahan dapat terjadi dengan cepat.<\/span><\/p>\n

Transisi<\/span><\/strong>\u00a0adalah proses psikologis internal yang dilalui orang saat mereka menginternalisasi dan beradaptasi dengan situasi baru yang dibawa oleh perubahan.\u00a0Seorang pemimpin yang baik mengantisipasi bahwa perubahan dapat membawa orang ke dalam krisis.\u00a0Titik awal untuk menghadapi transisi bukanlah hasilnya, tetapi akhir dari orang-orang yang meninggalkan situasi lama.<\/span><\/p>\n

Jadi perubahan adalah suatu peristiwa, tetapi transformasi adalah proses yang Anda lalui sebagai respons terhadap perubahan.<\/span><\/p>\n

Apa itu Model Transisi Jembatan?<\/span><\/span><\/h3>\n

 <\/p>\n

Transisi adalah tentang melepaskan masa lalu dan mengambil perilaku atau cara berpikir baru<\/span><\/em><\/p>\n

\u2013 William Bridges (buku: Mengelola Transisi)<\/span><\/p><\/blockquote>\n

Hanya ketika para pemimpin dan organisasi menyelesaikan masalah transformasi yang dihadapi oleh orang-orang dalam proses perubahan, perubahan dapat berhasil.\u00a0Jika perubahan akan dilakukan sesuai rencana, kuncinya adalah mendukung orang untuk mewujudkan transformasi, bukan menyelesaikan transformasi secara paksa.\u00a0Ini adalah kunci untuk memanfaatkan peluang inovasi dan menciptakan fleksibilitas organisasi.<\/span><\/p>\n

Ini dilakukan dengan merinci tiga tahap transisi, yang masing-masing harus memandu karyawan untuk membuat perubahan berhasil:<\/span><\/p>\n

<\/p>\n

EDIT TEMPLAT MODEL TRANSISI JEMBATAN INI<\/span><\/a><\/p>\n

 <\/p>\n

    \n
  1. Ending<\/span><\/strong>\u00a0\u00a0 (Membantu orang untuk ‘melepaskan’ cara lama) \u2013 Faktor pertama dan terpenting adalah ini: sadari bahwa dalam setiap perubahan, akan ada kerugian.<\/span><\/li>\n
  2. Zona Netral<\/span><\/strong>\u00a0(Bantu orang melakukan ‘perjalanan’) \u2013 Orang-orang menjelajahi cara baru untuk hidup.\u00a0Mereka mempelajari hal-hal baru, menciptakan proses baru, dan mulai bergerak menuju awal yang baru.\u00a0Selama fase ini, orang mungkin merasa tersesat, frustrasi, dihargai, dan gembira.<\/span><\/li>\n
  3. Awal Baru<\/span><\/strong>\u00a0(Doronglah komitmen untuk masa depan yang baru) \u2013 Orang-orang menerima bahwa mereka dapat menjadi bagian dari proses perubahan, transisi penuh menuju realitas baru.\u00a0Tujuan utama di sini adalah untuk meningkatkan hasil perubahan dan menjaga kejelasan tujuan dan kecepatan pencapaian.<\/span><\/li>\n<\/ol>\n

     <\/p>\n

    <\/p>\n

    EDIT TEMPLAT MODEL TRANSISI JEMBATAN INI<\/span><\/a><\/p>\n

    Template dan Contoh Model Transisi Jembatan<\/span><\/span><\/h3>\n

     <\/p>\n

    <\/p>\n

    EDIT TEMPLAT MODEL TRANSISI JEMBATAN INI<\/span><\/a><\/p>\n

     <\/p>\n

    <\/p>\n

    EDIT TEMPLAT MODEL TRANSISI JEMBATAN INI<\/span><\/span><\/a><\/p>\n

    <\/p>\n

    EDIT TEMPLAT MODEL TRANSISI JEMBATAN INI<\/span><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

    The Bridge Transition Model, which focuses on transition rather than change. The idea of focusing on transition rather than change is not only a matter of wording, but it also devises an entirely different approach to change management. Only when leaders and organizations solve the transformation problems encountered by people in the process of change can change succeed. If the change is to be carried out as planned, the key is to support people to realize the transformation, rather than forcibly complete the transformation. This is the key to taking advantage of innovation opportunities and creating organizational flexibility.<\/p>\n","protected":false},"author":1,"featured_media":4767,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[38],"tags":[],"class_list":["post-3907","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-change-management","loop-entry","clr"],"yoast_head":"\nApa Itu Model Transisi Jembatan? 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