This programme is designed to assist managers and staff in dealing with change in the workplace. It discusses the need for organisations to continually change, the common fears we hold about change, an open discussion on individual & group challenges, finishing with a personal resilience component to support people through the change process.
- Understand the need for organisations to continuously change.
- Examine the common fears and resistors to change.
- Establish what is known and focusing on the positives.
- Identify the stages of resistance to change.
- Identify the similarities between change and common trends, fashions, and technological advances.
- Finding ways to motivate self and others through change.
- Strengthen personal resilience to support the change process.
- The brain – Why do we exaggerate the negative and how to overcome it.
- Current examples – Identifying the differences between organisations who were reluctant to change and those who embraced change.
- Workshop – Identifying what is currently known about changes in the organisation, separating fact from fiction, then examining each part of change and listing the pros & cans to see what impact change might have.
- Stages of change – What are the five stages of change, how can you tell what stage you (or your team) are at, and how to manage the resistance at each stage.
- Change is all around us – Comparing change to; trends, fashions, advancements, and using analogies to show how we can quickly adapt to change.
- Motivation through change – Identify ways to motivate yourself and others through change which involves communicating, researching, becoming a change champion, and etc.
- Planning for change – Developing a company/personal plan on how to manage change according to all of the information available.
- Personal resilience – Practical techniques to control thoughts and reduce uncertainty.
- Reduced resistance to change – Managers and staff identify the need and benefits of change.
- Streamlined change process – Staff become motivated in the change process and less resistance.
- Engaged teams – Staff work together on the change process.
- Improved performance – Motivation & engagement equates to higher productivity.
- Enhanced support – Any remaining negative impact is mitigated.