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| Introduction | |
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| Getting the Most from This Book | |
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| Assumptions About Change | |
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| Facing Change | |
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| The Pace of Organizational Change | |
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| Where to Focus Your Efforts | |
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| Managing in Today's Changing Organization | |
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| The Importance of Continuous Learning | |
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| Organizational Responses to Change | |
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| The Leader's Role During Change | |
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| Five Elements to Change Planning | |
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| Preparing for Change | |
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| Five Phases in Planning for Change | |
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| Understanding Change | |
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| Recognizing That Change Involves Loss | |
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| Common Losses from Workplace Change | |
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| Building Supportive Relationships to Ease Change | |
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| Transitioning Through Change | |
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| The First Reaction to Change: Denial | |
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| The Second Phase: Resistance | |
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| Using Ritual to Transition Out of Resistance | |
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| The Final Phases: Exploration and Commitment | |
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| Identifying the Phases in Your Team's Behavior | |
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| Management Strategies for Each Phase | |
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| Beware the Traps of Transitioning Too Quickly | |
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| Eight Guidelines for Leading Change | |
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| Leading Change | |
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| Communicating About Change | |
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| Guidelines for Informing Your Team | |
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| Meeting with Employees Throughout the Change Process | |
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| Planning and Leading a Change Meeting | |
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| Formulating Your Message | |
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| Better Communication Through Active Listening | |
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| Setting the Stage for Engaging Your Team | |
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| Motivating Your Team to Get Involved | |
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| Six Steps for Setting Goals Together | |
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| Maintaining Employee Involvement | |
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| Becoming a Change Leader | |
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| Creating a Vision with Your Group | |
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| Creating a Change Action Plan | |
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| An Action Plan for Success | |
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| Recommended Reading | |