Leading people through change

This programme provides a thorough understanding of change and uncertainty in a business context and develops capability and confidence in leading and influencing people through change.

Level 

This programme can be adapted for entry, intermediate and advanced levels.

Objectives

  • To understand change in a business context
  • To identify the key steps in the change management process
  • To appreciate change as an emotional issue
  • To develop six styles of leading others though change
  • To identify ways of supporting people through change
  • To build skill in influencing different styles / preferences
  • To develop capability in handling concerns about change
  • To develop a range of tools & techniques 
  • To apply learning through real life changes projects – feedback

Process 

Your Experiences – Use CCS Cards to share experiences of change – best experiences, worst experiences, what change feels like. Discuss observations.

Understanding Change – Define change. Change and perception. Change and success. Kinds of change – continuous improvement and step change. Advantages. Risks of ignoring change. Case studies. Difficulties with change (what, where, when, how, who).

People & Change – Responses to change. Active & passive resistance. Why people resist change. DREC change curve – denial, resistance, exploration, commitment. Impediments to commitment. Impact of uncertainty. Climate for change – indicator.

Leading Change – Change manager’s role. Leadership definitions. Self-management. Leading people through DREC. Emotionally Intelligent leadership styles – directive, visionary, affiliation, collaborative, pacesetting, coaching. Collaboration – people don’t resist change they on resist being changed.

Change Process – 8 steps for success (J Kotter) – increased urgency, building the team, get the vision right, communicate for buy-in, empower action, create short-term wins, don’t let up, make change stick. Building a case for change. Positioning the message. Building a shared vision and clear strategy for change.

Supporting People through Change – Be informed, continuous communication, listen & acknowledge, no news, keep people informed, face-to-face vs. text communication, open & honest, be available, be consistent, actions consistent with words, 2-way dialogue, rumours. I talk / you listen vs. I listen / you talk patterns. Motivating self and others.

Handling Concerns – Awareness of people’s changeability. Building trust and credibility through Transactional Analysis (TA). Types of concerns – fact, belief, feeling, value based concerns. How to respond to these concerns.

Influencing Strategies – Influencing different character styles and preferences. Listening to allow people to feel heard and blow off steam. Influencing as push vs. pull. Facilitative questions to help people stop and think. Change as an emotional issue – analysis / think vs. see / feel change strategies. Influencing as coach. GROW coaching process. Influencing tips and techniques.

Tools & Techniques – SMART objectives, SWOT analysis, force-field analysis, probability impact risk analysis, systemic thinking, creative thinking, divergent vs. convergent thinking, flow charts, cause-effect diagrams, mind mapping, etc.

Experiential Exercise – group work to apply learning with real life change projects.

Options 

Programme can be adapted as either a 1 or 2 day workshop for 8 to 10 learners.