Description
Learn how to appropriately engage your workforce and objectively identify the issues and challenges that change may present.When an organization’s leadership is faced with the need to drive change through its culture, structure and operations, they want to do so in a way that ensures the viability and sustainability of the organization going forward. Whether the change is due to external forces beyond their control or from within based on new visions, missions and objectives, the mission is clear execute the change in the least disruptive and painful way possible. This topic helps those leading or caught up in the change process to appropriately engage the workforce and to rally support and needed buyin to improve their odds of success. Building an understanding of the dynamics of the change process and how those dynamics change based on the nature of the change and the ability of the organization to adapt to nuances and new requirements is a critical capability that a Change Leader needs to master especially when transformative change is being pursued.
Date: 2020-12-11 Start Time: End Time:
Learning Objectives
The Challenges of Change
• Realities to Consider
• Human Nature Is What It Is
Cycle of Change
• Understanding the Process
• Understanding Where the Process Is and Go Forward Options
• Deployment and Institutionalizing Changes
Drivers of Change
• Understanding Different Kinds of Change
• Exploring How the Type of Change Impacts Response Plan
Reacting to Change Drivers
• Understanding Constraints and Current Realities
• The Need for Continuous Adaptation and Recalibration
How Change Affects the Workforce
• What Employees Want
• Anticipating Resistance to Change
• Anticipating Turnover
Easing Pain Points and Resistance
• Focus on the Goals and Objectives
• Importance of Clarity, Measurability and Time Constraints
• Change Process Elements to Consider
Plan Execution
• Leading With Consistency
• Key Actions to Perform
Dealing With Team Dynamics
• Empathy
• Earning Trust
• Leading From the Front
Adapting to Adverse Change
• Guidance to Consider
Planning for the Future
• Capitalize on the Learning
• Continuously Explore New Ways of Doing, Thinking, Preparing
• Condition the Culture for Change
CLE (Please check the Detailed Credit Information page for states that have already been approved) ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.
Michael R. Wood-Michael R. Wood Advisory Services
