Change Management

Course Description

Every organization arrives at its current level of practice/performance because of a series of multiple changes. Whether these changes involve adopting new technologies to serve the customer better or dealing with turnover of key positions, your organization's history is a chronology of changes it has experienced.

This workshop is designed to help organizations succeed in moving the organization and its staff in new directions. The workshop gives participants insight, guidance, templates, and a flexible guide to deal with a wide variety of change experienced by organizations.

Course Objectives

As a result of this workshop, participants will be able to:

• Recognize the impact that change has on employees, and how change might affect customers and other stakeholders
• Identify the actions that leaders and staff can take to enable the most healthy response to change
• Describe the forces behind organizational change and the implications for the organization
• Identify the losses and hidden opportunities created by change
• Develop resilience in those affected by the change

Course Outline

• Perceptions of Change: Create an initial awareness for participants of the common reactions to change, and an understanding that these reactions include both positive and negative perceptions.
• Experiencing Personal Change: Realize the nature of one's own emotional journeys through the change process, and acceptance of the responsibility for individual coping mechanisms throughout the change process.
• Guiding People through the Change Journey: Identify specific actions that participants can take to enable the development of a personal healthy response to change (how to take care of one's self).
• Introducing and Leading a Change: Identify the step-by-step process for introducing change into the organization. Demonstrate the relationship between introducing a change and the emotional reactions exhibited by those affected by it.
• The Forces Causing Change: This section will help leaders create a sense of urgency among those to be affected by a change.
• The Sources of Change Resistance: Identify why people tend to resist change. Participants will develop a plan for dealing with employees' and other stakeholders' resistance to change.
• Identifying the Perceived Losses and Exploring the Opportunities for a Proposed Change: Identify the common losses that people perceive they are likely to experience as a result of change. Enable participants to reduce these perceived losses for themselves and others by exploring opportunities created by the change.
• Strengthening Change Resilience: Identify the characteristics that enable people to deal most effectively with change and guide participant in developing a personal plan for strengthening resilience in themselves and others.

For more information contact the staff at the Center for Business Education and Training.