cameron and green making-sense-of-change-management

RestructuringTeams need to develop so that their contribution to the organizationalchanges can be as good as possible as quickly as possible.From our consultancy experience we findone particular framework useful for newlyrestructured teams. This framework encompassesa number of the issues we have highlighted.We encourage teams to workthrough the four-part framework in order toestablish quickly the sense of team cohesionnecessary for tasks to be accomplished in ameaningful and collaborative way. This isbest done in a workshop format.We have found that if a team spends thetime to focus both on the people and taskside of this process, it will be able to deal with the transition less turbulentlythan one that has not.1Understanding own andothersÕ feelings aroundthe change and currentskills and values4Functioning effectivelyas a team2Clarifying andprioritizing current work,roles and responsibilities3Clarifying andprioritizing future workand directionFigure 5.4The four-stage team alignment model215