Implementation of the Hudson Model

Implementation of the Hudson Model


1. Diagnosis

  • Identify the phase you are in, and accept it. This will allow you to move forward.
  • Be aware of changes in the company, and in the department, and identify where your collaborators are.
  • Accept your rhythm and welcome the different emotions. They are legitimate and important to experience, as they are for every human being.

2. Build your own change by giving it meaning. What do you or your colleagues need to live through this phase or move on to the next?

  • Phase 1: If you are in the plateau phase, what new challenges and innovations will you put in place to avoid entering phase 2 of the slump?
  • Phase 2: What will you leave behind or let go of when you feel disenchanted? What do you want to change in your environment? What new skills do you want to develop?
  • Phase 3: If you are in phase 3 where no accommodation is possible, take time to reflect. What got you there? What do you really need to change in order to move on? What is the meaning of your work? What are your core values? What is your identity? How do you want to redefine your professional project?
  • Phase 4: What avenues do you want to explore, experiment with, and test? With whom do you want to work, collaborate and share?