Change Management Training
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Don't Look Now, But...:
How to Manage Organizational Change
Available Formats
Program Overview
There are few guarantees in the workplace today, but change is one of them. "Just like it's always been" is quickly becoming a phrase of the past, often replaced by something such as, "We've streamlined the process." And so, kicking, screaming, and complaining, our workforce reluctantly adapts only to find itself being faced with change once again. This change management training course discusses the need for change, available change strategies, generating buy-in for those changes, and more.
Program Objectives
At this program's conclusion, participants should be able to:
- Describe ways of reacting to change.
- See change not as something to be feared and resisted but as an essential element of the world to be accepted.
- Understand that adapting to change is not technical but attitudinal.
- Recognize that before they can embrace the way things will be, they must go through a process of grieving and letting go of the way things used to be.
- See change as an opportunity for self-motivation and innovation.
- Identify strategies for helping change to be accepted and implemented in the workplace.
The following outline highlights some of the course's key learning points. As part of your training program, we will modify content as needed to meet your business objectives. Upon request, we will provide you with a copy of participant materials prior to the session(s).
Change: What It Is, Why We Do It, and Why Most People Don't Like It
Through examining classic change-management models, this introductory discussion explores the external and internal forces that drive change in an organization, why it's critical to adapt to and adopt implemented changes, and why most people still resist it.
Wheels in Motion: The Change Cycle
During this change management program segment, we will explore the three phases of William Bridges' change cycle through lecture and small group work.
Closing Doors: The Human Reaction to Change
This portion of the program looks at Daryl Conner's interpretation of the human response to change through lecture and small group work. We will also discuss how different people react to change and how employees, middle management, and upper management are affected by change.
How Do I (Oops, I Mean We) Tell (or Rather, Sell) Them?: Ways to Involve Stakeholders to
Drive and Communicate Change
How change is communicated can often affect its acceptance. This portion of the training examines the pitfalls of communicating change and strategies for setting the stage for effective buy-in.
Handling It All: Strategies for Dealing with Change
During this discussion, we will look at five strategies participants can use to deal with change and manage stress and anger that may accompany it.
Moving Right Along: Putting Together a Plan
At the end of this change management course, participants will create a plan for handling current or future changes.
At the program's conclusion, participants will have an understanding of the process of change, how they can be a positive force in driving that change, and best practices for implementing change in an organization.
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