All Soft Skills ||
Front-line Officer’s Skills ||
Team Leader Skills ||
Middle Management Skills ||
Administrative Skills ||
Career Development ||
Human Resources ||
Personal Development ||
Sales & Marketing ||
Supervisors & Managers ||
Workplace Essentials ||
Change Management
Change is a constant in many of our lives. All around us, technologies, processes, people, ideas, and methods often change, affecting the way we perform daily tasks and live our lives. Having a smooth transition when change occurs is important in any situation and your participants will gain some valuable skills through this workshop.
The Change Management workshop will give any leader tools to implement changes more smoothly and to have those changes better accepted. This workshop will also give all participants an understanding of how change is implemented and some tools for managing their reactions to change.
Objective:
- List the steps necessary for preparing a change strategy and building support for the change
- Describe the WIFM – the individual motivators for change
- Use needed components to develop a change management and communications plans, and to list implementation strategies
- Employ strategies for gathering data, addressing concerns and issues, evaluating options and adapting a change direction
- Utilize methods for leading change project status meetings, celebrating a successful change implementation, and sharing the results and benefits
- Describe the four states of Appreciative Inquiry, its purposes, and sample uses in case studies
- Use strategies for aligning people with a change, appealing to emotions and facts
- Describe the importance of resiliency and flexibility in the context of change.
Introduction :
Getting Started
Welcome to the Change Management workshop. Change is a constant in many of our lives. All around us, technologies, processes, people, ideas, and methods often change, affecting the way we perform daily tasks and live our lives. This workshop will give any leader tools to implement changes more smoothly and to have those changes better accepted. This workshop will also give all participants an understanding of how change is implemented and some tools for managing their reactions to change.
Module 1 :
Preparing for Change
A simple definition of change is “to cause to be different”. The idea of change management on a personal level has been studied for more than one hundred years. But it is only since the mid- 1980’s that change management has been explored within the context of business applications. Today’s change management initiatives have become a business discipline, driving bottom-line results through changes in systems and behaviors. Managing change has therefore become a critical skill, both for leadership -- and for workers in an organization.
Module 2 :
Identifying the WIFM
For change to be successful, people must desire to support and participate in the change. Simply building awareness does not generate desire. Showing everyone what is in it for them will produce a great starting point and help generate support. The beginning of the change process is very important and showing the affected parties how the change will improve their environment will initiate the process on the right foot.
Module 3 :
Understanding Change
Change is constant and will always occur, and understanding its components on an individual level can help us relate it to an organizational level. Change is important to understand, as it affects many facets of an organization. Its effect on the individual is of great importance as it will filter through and influence all levels of the organization. Organizational change can create fear and uncertainty, it is important to understand these influences; what is expected when they do occur, and preparing for them when they happen.
Module 4 :
Leading and Managing the Change
Every change begins with a leadership decision. Making the decision to institute changes is not always easy. Being prepared, planning well, and being surrounded by a good team will make that decision a lot easier.
Module 5 :
Gaining Support
It is vitally important to make sure that all stakeholders and employees are on board with a change.
Module 6 :
Making it All Worthwhile
Once a change initiative is underway, it is critical to sustain the change with reinforcement.
Module 7 :
Using Appreciative Inquiry
Appreciative inquiry is a model for change management developed by David L. Cooperrider, Ph.D., a professor at Case Western University. The name combines two definitions: • Appreciate: to look for the best in something, and to increase something in value. • Inquiry means to seek understanding using a process based on provocative questions. Based on the meanings of the two words, AI theorizes that organizations are not problems to be solved. Rather, each organization has been created as a solution, designed in its own time, to meet a challenge, or to satisfy a need within society. A guiding principle in appreciative inquiry is the concept of the positive core, or what gives life to an organization. Below is a list of elements that make up a positive core. Achievements, strategic opportunities, cooperative moments, technical assets, innovations, elevated thoughts, community assets, positive emotions, financial assets, community wisdom, core competencies, visions of possibility, vital traditions and values, positive macro trends, social capital, and embedded knowledge.
Module 8 :
Bringing People to Your Side
Leadership in change management involves aligning people with an organization’s issue or need, allowing them to see that they are working together toward an important cause.
Module 9 :
Building Resiliency
Resiliency is the capacity to absorb high levels of change while maintaining a level of performance and displaying minimal dysfunctional behavior. People who are resilient do two things to reduce their susceptibility to dysfunctional behavior during change: They increase their capacity to absorb shock, and they reduce the amount of effort necessary to successfully implement any one change.
Module 10 :
Building Flexibility
Being flexible on personal and social levels is critical for individuals involved in or leading a change to be able to make shifts as necessary during a project.
Conclusion :
Wrapping Up
Although this workshop is coming to a close, we hope that your journey to improve your change management skills is just beginning. Please take a moment to review and update your action plan. This will be a key tool to guide your progress in the days, weeks, months, and years to come. We wish you the best of luck on the rest of your travels!