External conditions change constantly and irreversibly. If an organization is to survive, it needs to meet these demands productively. But 70% to 90% of change initiatives fail their own objectives.
Why? Organizations dont change, people do. Change is driven from the top, but fed from within and need not only to respond to necessary and inevitable change but to engage their people in the transition.
The single most important factor in any change process is the people who will be most affected by the change.
For every change that is experienced externally there is an internal reaction to this change. Each person reacts differently to change situations. How we manage these transitions and respond to individual reactions can have a tremendous effect on people, on productivity, and the utilization of the innovation. People seem to resist improvements in technology and procedures- even improvements in the physical environments in which they work.
Our failure to recognize the special needs of people in transition can cause slowdowns, roadblocks, bottlenecks and negative attitudes. Unfortunately polarized thinking can adversely affect the work of others.
Organizational change has many benefits and the purpose of this course is to share ideas and strategies that can help you make change work for you and for others. Change does not have to be disruptive or resisted. This program creates ways to work through resistance to commitment and make the future happen in a desirable way.
· Keep up with the competition-adapt to changes and meet market demands positively
· Maximize the beneficial outcomes of change: progress, experimentation, innovation, variety, stimulation, utilization of knowledge
· Understand the roles and personal needs of the people involved in the change process
· Develop a comprehensive framework for change-planning, preparing, initiating and supporting change to assure commitment and ongoing involvement
· Create a strategy to work through resistance to stimulate innovation, and bring about higher levels of satisfaction
· Handle negative reactions to change positively
· Identify the special needs of individual users and provide the vital assistance through appropriate actions to assure success
You will learn ideas and strategies that can help you make change work for you and for others-
1)Learn how change happens, organizations dont change, people change
2) Understand how people react instinctively to change
3) Create a strategy
4) Work through the six phases of change
5) Learn to take advantage of change opportunities
CRISIS OF CHANGE:
The Dangers and Opportunities
Whats Changing? Where Is Change Happening?
Social, Technical, Internal and External Environment Change
BENEFITS OF CHANGE:
Is It Worth It?
HOW DO PEOPLE REACT TO CHANGE?
The Change Process.
Three Stages-Endings, Neutral Zone and Beginnings
Three Individual Responses-Reactive, Inactive, Proactive
Three Personal Predispositions Toward Change
WHAT KIND OF BEHAVIORS CAN WE EXPECT?
FUNCTIONAL: Moving Toward Change
NONFUNCTIONAL: Moving Away from Change
DYSFUNCTIONAL: Moving Against Change
WHY DO PEOPLE RESIST CHANGE?
Socials Styles and Change
WHAT ARE THE CONCERNS OF INDIVIDUALS INVOLVED IN CHANGE?
Six Stages of Concern
How to Assess Concerns
How to Intervene to Facilitate the Implementation of Change
HOW DO WE ENCOURAGE PEOPLE TO CHANGE?
WHAT STRATEGIES MAXIMIZE COMMITMENT AND MINIMIZE RESISTANCE?
Sharing a Relevant Vision Focus on Real Life Challenge
Connected to Personal Lives
Inspired Committed Leadership Thats Ever Lasting Visible
Leaders as Models for Change
Driven From the Top and Fed From Within- Involve Employees
Changing Circumstances/Changing People/ Developing Supportive Organizational
Arrangements Assure Abilities and Options
WHAT WE CAN DO AS CHANGE FACILITATORS TO SUPPORT CHANGE?
Developing Supportive Organizational Arrangements
Coaching, Training, Consultation and Reinforcement
Monitoring External Communication. Dissemination
Contact Susan Wehrspann