Change is a given in any organisation today. You can choose to lead it, go along with it or ignore it – but the last of these options is not a route to success.
The best approach is to be positive and proactive, whether that’s in a context of organisation-wide strategic-level transformational change, or whether it’s a question of making changes within the areas of the organisation that are within your direct control.
This engaging and interactive workshop will take you on a journey exploring your role in driving and supporting change, the impact of change on the human brain, and the steps needed to bring about successful change.
What’s in it for you?
- Understand your role in change
- Be more aware of the need to challenge the status quo
- Know how to maximise the value and power of the ‘aggregation of marginal gains’
- Understand that most people find change challenging when they have limited control over it
- Be aware of the Kübler-Ross change curve and know how to handle your and others’ emotions
- Understand John Kotter’s 8-step change model and relate it to the challenges you face
- Recognise the power of managing your own emotional state and that of other stakeholders
- Boost your confidence in getting buy-in and commitment to your suggestions
Workshop outline
(Full-day version, 9.30 – 5.00)
1. Why change?
- Why change is necessary in today’s environment
- Why challenging the status quo is important
2. The manager’s / leader’s role in change
- Managing change
- Initiating change
- Consequences of not changing
- ‘Marginal gains’ – the value of continuous improvement
- How managers can encourage their teams to create a culture where change is seen as positive
3. Barriers to change
- Most people find change challenging when they have limited control over it
- The challenges of ‘top-down’ change
- What neuroscience tells us about change
- Using the Kübler-Ross change curve
- Knowing how to handle your/others’ emotions
- The ‘raise it >feel it >talk about it >let it go >move on’ model
4. Using John Kotter’s 8-step model for leading and managing change
- Create urgency
- Form a powerful coalition
- Create a vision for change
- Communicate the vision
- Remove obstacles
- Create quick wins
- Build on the change
- Make it stick
5. Communicating change
- Being prepared for dealing with the five questions people have about change
- Communicating a change message – dos and don’ts
6. Actions and next steps
- Review
- Personal action planning
- Next steps
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