I'm involved with a mid-size organization (350 employees) ewhich has been
undergoing major changes in the last 4 years. All employees have taken
training in team building, change, reengineering, etc. They have several
groups responsible to manage the changes, people responsible for each
team, etc.
They are presently experiencing major problems in that most employees are
under stress. It's as if they have been in the "unfreeze-change" phases
(using the classic change model) and did not reach the freeze phase.
How would one go about making a valid diagnostic of the hypothesis?
Someone mentioned using "Open Space Technology" or "Open Group Forum".
THese approach are new to me. Any references?
If valid, how would one get these employees to consolidate the changes?
And to complicate matter, still more changes are coming: new technologies,
new software, etc.
Is this a hopeless situation? I would appreciate any feedback,
suggestions.
-- Liandre Maillet, D.Ps. E-Mail : maillet@sympatico.caLearning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>