{"id":3907,"date":"2022-02-16T19:43:03","date_gmt":"2022-02-16T11:43:03","guid":{"rendered":"https:\/\/blog.visual-paradigm.com\/pl\/?p=3907"},"modified":"2022-11-30T14:07:17","modified_gmt":"2022-11-30T06:07:17","slug":"what-is-bridges-transition-model-change-vs-transition-explained","status":"publish","type":"post","link":"https:\/\/blog.visual-paradigm.com\/pl\/what-is-bridges-transition-model-change-vs-transition-explained\/","title":{"rendered":"Co To Jest Model Przej\u015bcia Most\u00f3w? Wyja\u015bnienie Zmian Kontra Przej\u015bcie"},"content":{"rendered":"

Model przej\u015bcia pomostowego, kt\u00f3ry koncentruje si\u0119 na przej\u015bciu, a nie na zmianie.\u00a0Pomys\u0142 skupienia si\u0119 na przej\u015bciu, a nie na zmianie, to nie tylko kwestia sformu\u0142owa\u0144, ale tak\u017ce zupe\u0142nie inne podej\u015bcie do zarz\u0105dzania zmian\u0105.<\/span><\/p>\n

Zmiana kontra przej\u015bcie<\/span><\/span><\/h3>\n

Zmiana<\/span><\/strong>\u00a0to zewn\u0119trzne wydarzenie lub sytuacja, kt\u00f3ra ma miejsce: nowa strategia biznesowa, zmiana przyw\u00f3dztwa, fuzja lub nowy produkt.\u00a0Organizacja koncentruje si\u0119 na po\u017c\u0105danym wyniku, jaki przyniesie zmiana, co zwykle jest reakcj\u0105 na zdarzenie zewn\u0119trzne, a zmiana mo\u017ce nast\u0105pi\u0107 szybko.<\/span><\/p>\n

Przej\u015bcie<\/span><\/strong>\u00a0to wewn\u0119trzny proces psychologiczny, przez kt\u00f3ry przechodz\u0105 ludzie, gdy internalizuj\u0105 i dostosowuj\u0105 si\u0119 do nowych sytuacji spowodowanych zmian\u0105.\u00a0Dobry lider przewiduje, \u017ce zmiana mo\u017ce doprowadzi\u0107 ludzi do kryzysu.\u00a0Punktem wyj\u015bcia do radzenia sobie z przemianami nie jest wynik, ale koniec, w kt\u00f3rym ludzie opuszczaj\u0105 star\u0105 sytuacj\u0119.<\/span><\/p>\n

Tak wi\u0119c zmiana jest wydarzeniem, ale transformacja jest procesem, przez kt\u00f3ry przechodzisz w odpowiedzi na zmian\u0119.<\/span><\/p>\n

Co to jest model przej\u015bcia mostu?<\/span><\/span><\/h3>\n

 <\/p>\n

Przej\u015bcie polega na porzuceniu przesz\u0142o\u015bci i przyj\u0119ciu nowych zachowa\u0144 lub sposob\u00f3w my\u015blenia<\/span><\/em><\/p>\n

\u2013 William Bridges (ksi\u0105\u017cka: Zarz\u0105dzanie przej\u015bciami)<\/span><\/p><\/blockquote>\n

Tylko wtedy, gdy liderzy i organizacje rozwi\u0105\u017c\u0105 problemy transformacji napotykane przez ludzi w procesie zmiany, zmiana mo\u017ce si\u0119 powie\u015b\u0107.\u00a0Je\u015bli zmiana ma by\u0107 przeprowadzona zgodnie z planem, kluczem jest wsparcie ludzi w realizacji transformacji, a nie wymuszanie jej doko\u0144czenia.\u00a0Jest to klucz do wykorzystania mo\u017cliwo\u015bci innowacji i stworzenia elastyczno\u015bci organizacyjnej.<\/span><\/p>\n

Czyni to, szczeg\u00f3\u0142owo opisuj\u0105c trzy etapy przej\u015bcia, z kt\u00f3rych ka\u017cdy musi kierowa\u0107 pracownikami, aby zmiana zako\u0144czy\u0142a si\u0119 sukcesem:<\/span><\/p>\n

<\/p>\n

EDYTUJ TEN SZABLON MODELU PRZEJ\u015aCIA BRIDGES<\/span><\/a><\/p>\n

 <\/p>\n

    \n
  1. Zako\u0144czenie<\/span><\/strong>\u00a0\u00a0 (Pom\u00f3\u017c ludziom \u201eodpu\u015bci\u0107\u201d stare sposoby) \u2013 Pierwszym i najbardziej krytycznym czynnikiem jest to: rozpoznaj, \u017ce ka\u017cda zmiana poci\u0105gnie za sob\u0105 straty.<\/span><\/li>\n
  2. Strefa neutralna<\/span><\/strong>\u00a0(Pom\u00f3\u017c ludziom odby\u0107 \u201epodr\u00f3\u017c\u201d) \u2013 Ludzie odkrywaj\u0105 nowe sposoby bycia.\u00a0Ucz\u0105 si\u0119 nowych rzeczy, tworz\u0105 nowe procesy i zaczynaj\u0105 zmierza\u0107 w kierunku nowych pocz\u0105tk\u00f3w.\u00a0Podczas tej fazy ludzie mog\u0105 czu\u0107 si\u0119 zagubieni, sfrustrowani, nagrodzeni i podekscytowani.<\/span><\/li>\n
  3. Nowy pocz\u0105tek<\/span><\/strong>\u00a0(Zach\u0119caj do zaanga\u017cowania si\u0119 w now\u0105 przysz\u0142o\u015b\u0107) \u2013 Ludzie akceptuj\u0105 fakt, \u017ce mog\u0105 by\u0107 cz\u0119\u015bci\u0105 procesu zmiany, ca\u0142kowitego przej\u015bcia do nowej rzeczywisto\u015bci.\u00a0G\u0142\u00f3wnym celem jest tutaj wzmocnienie rezultat\u00f3w zmiany oraz utrzymanie jasno\u015bci celu i szybko\u015bci jego realizacji.<\/span><\/li>\n<\/ol>\n

     <\/p>\n

    <\/p>\n

    EDYTUJ TEN SZABLON MODELU PRZEJ\u015aCIA BRIDGES<\/span><\/a><\/p>\n

    Szablony i przyk\u0142ady modelu przej\u015bcia mostu<\/span><\/span><\/h3>\n

     <\/p>\n

    <\/p>\n

    EDYTUJ TEN SZABLON MODELU PRZEJ\u015aCIA BRIDGES<\/span><\/a><\/p>\n

     <\/p>\n

    <\/p>\n

    EDYTUJ TEN SZABLON MODELU PRZEJ\u015aCIA BRIDGES<\/span><\/span><\/a><\/p>\n

    <\/p>\n

    EDYTUJ TEN SZABLON MODELU PRZEJ\u015aCIA BRIDGES<\/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":"\nCo To Jest Model Przej\u015bcia Most\u00f3w? 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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. 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