Change management

How to be a change agent as a manager, not a change blocker

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
    • Shock
    • Denial
    • Frustration
    • Depression
    • Experiment
    • Decision
    • Integration
  • 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
    • Why is it necessary
    • What is it?
    • What will it look like when we get there?
    • How will we get there?
    • What’s my role now, during and at the end?
  • Communicating a change message – dos and don’ts

6 Actions and next steps

  • Review
  • Personal action planning
  • Next steps

‘Change management’ is one of our five most popular ‘modules’ and Scott Rumsey is one of our most popular trainers. See some of the feedback he’s had recently from delivering this module virtually:

  • Great session – thanks.’
  • ‘Very useful.’
  • Great refresher and review session, with good examples and all very relatable. Good engagement with the group added additional signposting to other materials, models, etc.’
  • ‘Very informative – excellent topic – helpful for the future. Outstanding presentation.’
  • ‘Really useful session. Trainer very engaging and didn’t feel talked at.’
  • Scott was awesome – he managed the chat extremely well and made everyone feel part of a community who felt comfortable to share. Thank you.’
  • ‘Well run and useful session. Good interaction with other participants by Scott.’
  • Really informative stuff.’
  • ‘Very informative session.’
  • ‘I have been given food for thought. Loads of ideas to implement. A really useful 45 minutes.’
  • ‘I’m a webinar addict but few are worth my time – this one definitely was!’
  • ‘I thought it was excellent. I was glad the cameras were off – no need for them – things moved quicker.’
  • ‘I loved the session, and it was also great to see the comments and experiences people shared. Thank you.’
  • ‘It was a great session. I look forward to the next session.’
  • ‘Great and well-exampled session.’
  • Fab session. Thanks Scott!
  • ‘I thought the session was presented at a great pace.’
  • Scott is brilliant.
  • ‘Very helpful and concise summary of Kotter’s 8 step model and the Kubler-Ross Change Curve.’
  • Great content and feedback.’
  • ‘Good refresher – going to use the change curve in my next team meeting
  • ‘Very useful and just what I needed today! I can feed this back to my managers and teams and hopefully help them out of the stage 2 they seem to be in right now.’
  • ‘Found it very useful.’
  • ‘Very informative and well delivered.’
  • ‘Informative with some excellent examples and tips, a really good hour of content.’
  • ‘Really informative and insightful.’
  • ‘Good session well explained.’
  • ‘Good energy and very responsive to chat feedback – thank you.’
  • ‘Scott was good at including what was said in the chat in a natural way.’
  • Excellent thoughts and ideas.’
  • ‘Some really constructive and useful information.’
  • ‘Lots of great tips. Scott’s trainings are always full of really useful information! Thank you very much.’
  • Really useful info and something I’m going to use in an imminent change to our internal system.’
  • ‘Good session.’
  • ‘Really enjoyed the session – the KR curve was particularly useful.’
  • Great session from Maximum Performance – as always!

To discuss which management and personal effectiveness modules would best suit you, just give us a call on 01582 463460 and we’ll be happy to talk you through the options.