PDF 
As a trainer and training manager involved in Microsoft and Bespoke rollouts of systems I become involved in change management. We work alongside and contribute as much as I can to help speed up integration of content/ideas.
Over the years I have seen tools and heard many theories to make changes more successful. I do like the The Johari Window concept is particularly helpful to understanding employee/employer relationships within the Psychological Contract.
Ingham and Luft’s Johari Window model diagrams and examples – for self-awareness, personal development, group development and understanding relationships – is fascinating.
The Johari Window model is also referred to as a ‘disclosure/feedback model of self awareness’, and by some people an ‘information processing tool’.
The Johari Window actually represents information – feelings, experience, views, attitudes, skills, intentions, motivation, etc – within or about a person – in relation to their group, from four perspectives, which are described below.
The Johari Window model can also be used to represent the same information for a group in relation to other groups. Johari Window terminology refers to ‘self’ and ‘others’: ‘self’ means oneself, ie, the person subject to the Johari Window analysis. ‘Others’ means other people in the person’s group or team.
For more information see http://www.businessballs.com/johariwindowmodel.htm
But in managing change we look to the culture and emotional quotient of the employees/employer. With
focus on the type of change and the type of culture it helps us develop training programmes which enhance provide successful outcomes.
