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Overview:
It is critical that managers
have training in and knowledge of the dynamics of the change process.
Whether the force for change comes from external sources or from within
the organization, managers must learn to meet these challenges. Often
managers themselves act as sponsors or agents for major changes. In
either case they usually find it difficult to prepare employees
adequately to reduce resistance. This training will focus exclusively on
the change process as it relates to managers and their employees at all
levels throughout the organization.
Learn:
You will learn how to build
systems and structures to navigate and orchestrate change, how to create
commitment and benefits, as well as how to face the challenge and
demands of change. In addition, the change process and its relationship
to communication, conflict, power, stress, and risk will also be
addressed. By the program's conclusion, you will have the requisite
skills to successfully carry your employees through the next change that
occurs in your workplace.
Objectives:
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Understand your organization
and how it responds to change.
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Recognize and understand the
different types of change: strategic, operational, organizational,
and leadership.
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Know how to prepare for
change and maintain intended goals.
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Recognize the responses to
change in yourself and others.
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Learn to ensure cooperation
by building teamwork and participation in change.
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Provide support for
employees dealing with the stress and conflict of change.
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Anticipate and manage the
resistance that is inevitable through appropriate organization and
planning.
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Learn why your leadership is
so critical during change.
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Develop a positive
motivational climate.
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Match present goals to past
goals while keeping an eye out for the future.
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Translate what you learn
into action.
Outline:
Understanding Your
Organization/Today's Work force
A. How The
Organization Responds To Change
B. How The
Manager Responds To Change And The Role He/She Performs
1. Illusions and guidelines during change
C. Viewing
Change As An Opportunity To Be Welcomed
Preparing For Change
A. Controlling
And Planning For Change
1. Designing and implementing effective changes
(plan, build, initiate,
implement, and reward)
B. Directing
Situations And Preserving Control
C. Evaluating
The Means, And Impact Of Your Desired Change
Anticipating Staff/Employee
Responses to Change
A. Foreseeing
Resistance Through Appropriate Organization And Planning
B. Recognizing
The Phases, Stages And Strategies Of Change
1. Denial, resistance, exploration and commitment
C. A Manager's
Direction And The Snares To Avoid Through Each Phase
D. Utilizing
Attitudes And Governing Their Impact During The Implementation Phase
How To Communicate Change
A. The Manager's
Role And How To Set The Stage
B. Enabling And
Building Teamwork/Participation In The Leadership Process Of Change
C. Offering
Support As Employees Deal With Stress And Conflicts That Change Brings
D. Guidelines To
Communicate With Individuals And Teams About Change
1. Keeping negative reactions and surprises to a
minimum
Resistance Management
A. Spotting
Warning Signs Among Individuals And The Organization
B. When To
Increase Team Involvement
1. Setting active goals
C. Focusing On
The High Yield Problems And Opportunities
D. Problem
Solving
1. Using the "what if" scenarios and "how might we" in building the
future
2. The when's and why's of togetherness vs. separateness
3. Performance measurement and rewards during this change period
E. Matching
Present Goals To The Past While You Keep An Eye Out For The Future
Your Leadership Is Critical
During Change
A. Communicating
The Vision And Larger Picture Clearly And Enthusiastically
B. What Is
Important In Any Working Relationship?
C. What Kind Of
A Boss Are You?
1. Comparison of leadership styles
D. Learning To
Respond To The Individual Motivations Of Your Staff
E. Developing A
Positive Motivational Climate
1. The power of positive feedback
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