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Getting Through Transition with the PRISE Model

[fa icon="calendar"] Dec 12, 2016 2:00:00 PM / by Dale Allen

Dale Allen

From http://www.ablogtowatch.com/ikepod-hourglass-time-for-art/

 

“The relationship with one’s immediate supervisor is revealing itself to be one of the top drivers of employee engagement.” – Conference Board of Canada

 

All organizations go through periods of transition. Enduring transition is the mark of a successful organization and has a lot to do with the approach you take to the transition process.

We use what we call our PRISE model when addressing organizational transition. The PRISE model is a checklist of considerations aimed at supporting your team through times of change. Here’s a quick breakdown of how you can apply the PRISE model to add support and alleviate frustration within your organization.

 

1. Predictability


A lack of predictability is unsettling for your team. Your team may be feeling as if they are in a “holding pattern” right now, just waiting for information to trickle down. Although you may not have any information for them, it is important that you assure them that you will immediately inform them of any news. Any honest insight you provide will let your team know that you have their interests in mind.


2. Relatedness

 

It is important for you to be in-tune with office sentiment so you can relate to your team during times of transition. Strive to understand their frustrations and show your understanding by truly listening. Lending an ear to your team members and empathizing with their situation will promote more open and honest communication.


3. Independence

 

People deal with their frustrations differently, therefore it’s important to give your team time to deal with things in their own way. At most, offer advice on how to release their frustrations constructively. 


4. Status

 

Understand the authority you have over your team. You hold a higher status than your team members because of your position as leader. Be conscious of the difference in status when communicating with your team. Keeping an even playing field creates an open atmosphere, and allows your team to open up to you and to be there for you when necessary.

 

5. Equity

 

As always, treat your team fairly and expect the same in return. If you work with your team as a teammate providing direction, as opposed to a boss issuing orders, you will create a more comfortable place to work, at a time when nervous tension is running high due to organizational transition.

On a final note, keep in-tune with your own fears, concerns and frustrations. Be sure to surround yourself with people who can help you when you need it.

 

If you found this blog helpful, please feel free to share it with any of your friends and colleagues who you feel may be having a hard time with transition.

Please remember, The Leadership Group is always here to help. Our expert coaches and facilitators are available for advice or direction where necessary. If you have any questions, or just want someone to listen, please reach out to us.  We would be happy to book a complimentary 15-minute consultation to connect with you.

 

                   

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Topics: Conflict, Leadership, Influence, Relationships

Dale Allen

Written by Dale Allen

Dale Allen is CEO of The Leadership Group. She inspires individuals to challenge their boundaries of human potential, and coaches them as they identify their next level of personal excellence and chart a path to achieving it.