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LEADING CHANGE 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. BENEFITS: ·
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 OUTCOMES: 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 CONTENT: 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? Life Orientations-MBTI 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 |
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