Change is something that excites people who love opportunities
for growth, to see and learn about new things, or who like to shift the status
quo. Some changes, however, are harder to adjust to and lead to expressions of
resistance and anger. Having a smooth transition when change occurs is
important in any situation and your participants will gain some valuable skills
through this workshop. We can take concrete steps to make change more palatable
by understanding people’s hesitation, enlisting the help of others, setting up
plans, and managing stressors. These steps can also ensure that desired changes
are implemented successfully.
- Understand change
- Recognize the importance of change and benefits of properly managing change
- Be able to plan for change and how to easily adapt during transition
- Examine the personal and organizational impact of change
- Accept there are no normal or abnormal ways of reacting to change, but that we must start from where we are.
- 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.
- Appreciate that change is not an intellectual issue but one that strikes at who you are.
- Recognize that before we can embrace the way things will be, we must go through a process of grieving, and of letting go of the way things used to be.
- See change as an opportunity for self-motivation and innovation.
- Identify strategies for helping change be accepted and implemented in the workplace.
Below is an example of the course content. The content can be
‘tailored’ to meet the exact requirements of the client.
Day One
What is change?
·
Types
of change
·
Benefits
of change and the consequences of not changing
·
Anticipated
versus unanticipated change
·
Identifying
essential areas of change
·
Change
over the past 10 years
Change management fundamentals
·
Principles
of change management
·
Roles
during change
·
Different
journeys during change
·
Principles
of managing change
Change management models and strategies
·
The
change curve
·
Kubler
Ross
·
The
ADKAR model
·
Case
studies on the models
·
Practical
application of change tools and strategies
Day Two
Evaluating the need for change
·
Understanding
current state versus future state
·
Establishing
performance metrics – how do we measure change?
·
Change
management needs evaluation process
·
Identifying
misconceptions about change
·
The
business value of change management
·
The
key drivers of change
Why change initiatives fail?
·
What
causes change to fail?
·
Barriers
to successful change management
·
How
we contribute to change failing
·
Reactions
to the stages of change
Emotional responses to change
·
How
do we respond to change?
·
Business
impacts of failing to deal with people’s needs and concerns
·
Personal
impacts of failing to deal with people’s needs and concerns
·
Understand
and Recognize individual motivators for change and how
to use them
Day Three
Planning for change
·
Stakeholder
analysis and engagement
·
Training
and development planning
·
Preparing
for potential difficulties during change
·
Assessing
risks of change
Communicating change
·
Communicating
the change
·
Engaging
the change management team
·
Sharing
a clear vision
·
Creating
a buy-in and gaining commitment
·
Managing
resistance to change
·
Why
people resist change?
·
Different
forms of resistance and how to overcome them
·
Motivating
employees during transition
Implementing successful change
·
The
steps in implementing change
·
Stages
of transition
·
Handling
problems during transition
·
Managing
crisis
·
Monitoring
progress
The foundation of our training is anchored in activity-based
experiential learning. This methodology takes into consideration different
learning and communication styles, and more importantly language and cultural
differences. It is through active participation that the adoption and
application of theory is expedited.
Our training team
pays careful attention to planning and designing effective instructional
methods essential for the transfer of knowledge. It is the creative skill of
our management trainers and consultants that reveal untapped skills of the
delegates through:
- Group discussion
- Individual and syndicate activities
- Individual and group tasks
- Case studies
- Role plays
- Audio and video evaluation
- Action planning
- Experiential learning games
- Presentations
- Assessments