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.

For more information about our training services please call us on 0800 072 9844 or email us.