Change Management Training Course - 1 Day

A structured process that equips leaders to guide their people through imposed changes. It shows how to manage both the emotional and practical sides of change so developments continue and we make continued progress towards our goals.

Organisations that adapt themselves to changing circumstances strengthen their performance and protect their people. Those that fail to adapt lose productivity, squander scarce resources, and damage team morale. The cost of failure is always much greater than the price of training.

Every person has a rational brain, an emotional brain, and an instinctive brain. The rational brain plans, solves problems and achieves goals. The emotional brain drives confidence, cooperation and teamwork, OR anger, upset, fear and disruption. The instinctive brain often reacts without rational thought and can do more harm than good. Leaders must know how to balance these to keep people productive- especially during tough times.

When people feel threatened, the emotional and instinctive brains often take control. This produces fear, anger, withdrawal, and resistance. These negative emotional reactions suppress rational thought, reduce cooperation, and damage performance.

Leaders must acknowledge fear and anger but prevent them from taking control. They do this by keeping the Rational Mind in charge of the change process. Only a rational mind is smart enough to solve the problems so managers must manage emotions and run the team on rational principles. We learn to do that by learning specific communication skills.

Leaders replace destructive questions with constructive problem‑solving questions. Instead of asking, “Why can’t we keep it as it was?”, they ask, “Given the situation is what it is; what is the best goal for us to aim for?” The quality of the questions determine the quality of the answers and the emotional responses. We become much more aware of the questions we are asking and answering.

Resistance comes not from change itself but from basic belief systems. (BBSs) Self‑protective beliefs produce fear, blame, and avoidance. Collaborative beliefs create cooperation and progress. Leaders must shift people into collaborative beliefs to succeed.

Success is not an event or luck. It is based upon repeating the same 8 steps over and over until we achieve our goal.

Every change must start with a clear purpose, a worthwhile goal. People need to know why the change is necessary.

Plans must be specific and recorded in writing. Vague or verbal instructions lead to confusion and delay.

Leaders identify the most important tasks and act on them first. This creates momentum and confidence.

Leaders compare actual results with the goal. Accurate measurement shows whether the plan is working.

When results are good, the team continues or improves the process. Success builds confidence and trust.

When results are poor, leaders analyse the cause. It will always come from something we did not do, did not know, or did wrong.

Based on the analysis, leaders make the required adjustments to correct the problem and move forward.

By using the methods, we learn on this course we manage the emotions whilst making continuous improvements to our plans and actions.

Each cycle should make the current condition better than before. This creates long‑term progress and resilience.

This training provides the tools to manage emotional responses, the frameworks to create constructive evaluations, and the Success Formula to turn setbacks into continuous improvement.