Change Management Training Course
- One Day
- Change is something we cannot avoid
- Why people dislike and fear change
- Two types of change: Self-directed and forced-change
- How to make your team more adaptable and responsive
- How goal setting can control the direction of change
- How to replace fear and anger with something more positive
- How to “sell the benefits” of change
- Learn proven techniques from expert trainers
Companies We've Trained
Excellent content! I particularly liked the 8 Part SMART and understanding the difference between Critics and Cynics. Transforming negative conversations onto a more productive track. The trainer's presentation had a good pace, presentation and style.
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Change Management Training
Change is inevitable, it is built into the system. You cannot avoid change, but many people dislike and resist change. Why? Because change leads to uncertainty and forces people to change their habits. Since humans are creatures of habit, they tend to dislike anything that causes them to step outside of their “comfort zones”. They want “things to stay the same”.
So, the question you need to answer is: How can you encourage your staff to accept change and to become more responsive to the absolute need to make changes.
This course will show how to use change to your advantage and to make progressive, adaptive change an integral part of your team culture.
Change Management Training - Course Overview
For a more in-depth course outline click:
Morning - Why change is inevitable and how it affects people emotionally
- Change is inevitable: You cannot escape change
- What happens to those who refuse to adapt to changing circumstances
- Why people don’t like change
- How people typically react to change
- How you can help them
- Two types of change: Self-directed and forced
- How to make change a positive experience
- What is the five-step change management process?
Afternoon - Change as an Evolution, not a Revolution
- Active v passive attitudes and behaviour
- Goal setting as a way to control the direction of change
- Breaking the change into smaller, more manageable chunks
- Motivate people to take immediate action
- How to use feedback to inform your next step-change
- How to use change as part of the continuous improvement cycle
- How to sell them on the benefits of change
- How to make progressive, adaptive change an integral part of your team culture
- Final action planning
Lots of useful models that I can use both in and outside of work. The use of repetition, work in groups and exercises really helped to reinforce what was being learned. A really good course! The trainer was very friendly, positive, engaging and involved everyone, which was excellent.
In-House Training Course Pricing and Proposal
This course is available from just £1,950 +VAT per day as a bespoke in-house group training course in the UK and worldwide.
It has been designed to provide a similar experience to our open courses, however we can tailor the content to fit your specific needs. In-House Group training costs from just £1,950 +VAT per day (international training price varies). Plus, hotel accommodation for trainer if necessary. (Premier Inn type: not the Hilton!)
This price includes:
- Quality training delivered by an experienced trainer
- Full days training
- Full colour course handbook
- Preparation work
- Travel costs and time
- Written action plan to take away
- Access to our post course portal
- Access to our on-line leadership and management decision matrix templates and tools
- Plus three months FREE telephone coaching to answer any on-going questions
In-House Proposal Document
Download the in-house training proposal document
Contact Us Today
Please call us on +44 (0)20 3856 3037 to discuss your requirements for the in-house training course.
If you want to know more about any other Management Training Courses, or their suitability for you or a colleague, call us on +44 (0)20 3856 3037.
Really appreciated the real-life examples given. The course was a good pace, with good use of repetition to underline key concepts. Excellent summary. The trainer responded well to feedback, both explicit and implicit. Preferred the fact that the trainer did not use Powerpoint.
Change Management Training - Morning
Why change is inevitable and how it affects people emotionally
Introduction.
We are here to answer this question:
During times of change, how can we get the best performance from ourselves and others?
Change is inevitable - you cannot escape change
Change is inevitable: You cannot escape change
Change is built into the fabric of the system. We must all deal with change; economic, social, political, climate and environmental change is inevitable.
Change can be both good and bad. It depends on how you react to it, both emotionally and behaviourally. Some people respond well to change, but many people don’t.
This course is about understanding the process of change, how people commonly respond, and how we can help them to embrace change, benefit from it and (maybe) even enjoy the process!
What happens to those who refuse to adapt to changing circumstances
Like gravity, change is built into the fabric of the universe; you cannot get around change any more than you can get around gravity.
Yet many people try to fight change: They struggle and resist, and they do all they can to “stay the same”.
We need to know what happens to individuals or groups that refuse to adapt to changing circumstances.
Why people don’t like change
People don’t like change because change introduces two things: Uncertainty, and a requirement to change personal habits. Since humans are creatures of habit, we tend to resist changing habits. We would rather keep our old habitual ways of doing business. Changing habits takes me out of my comfort zone and introduces UNCERTAINTY.
How people typically react to change
If you introduce uncertainty AND you ask people to step outside their comfort zones, then how do people respond? We will make a list of the typical emotional responses we have witnessed.
How you can help them
Our mission is to make the process of change more manageable, and to help people accept change on an EMOTIONAL level, and to show them how to successfully deal with changing situations and use change to our benefit. The first thing we need to distinguish is...
Two types of change: Self-directed and forced
Two types of change: Self-directed and forced
Forced change is change imposed from external forces. These changes are normally more difficult to handle.
Self-directed change is as a result of our own decision and volition. These changes are normally easier to handle.
Our task as Change Managers is to make change as self-directed as we can.
How to make change a positive experience
We can make change a positive experience by simultaneously working on our attitudes and our systems.
What is the five-step change management process?
We can learn to handle change by placing “Change” into a larger context; the five-part Success Formula.
The success formula is based upon five words: Purpose, Plan, Action, Feedback, CHANGE.
Purpose means: decide your goal.
Plan means: build detailed written proposals that explain how you will achieve the goal.
Action means: motivate people to implement the plan.
Feedback means: observe the results of your most recent actions.
Change means: constantly adapt, alter, modify, evolve and change your plan, and take another step closer to your goal.
This process is never ending and can be fun.
Change Management Training - Afternoon
Change as an Evolution, not a Revolution
Active v Passive attitudes and behaviour.
Some people in your organisation may have a passive attitude towards change. They say, “If it aint broke, don’t fix it!”. They wait until they are FORCED to change.
We want people to be more pro-active. We want them initiate progressive change, we want them to act before action is forced upon them.
This change in attitude must be a continual effort, since people tend to revert back to type.
You can start the process, by setting goals.
Goal setting as a way to control the direction of change
If you don’t set goals, then you will be at the mercy of those that do. The first step to taking control of the change process, is to decide your goals. We will discover the value of goal setting and show you how to sell your goals to the team.
Break change into smaller, more manageable chunks
Breaking the change into smaller, more manageable chunks
The second step in the change process is to build plans that will deliver the change process. The role of the plan is two-fold. To make the change a manageable process, and to make the change believable.
We will show you how to develop plans, that will deliver the changes you need.
Motivate people to take immediate action
Procrastination is the enemy of change.
Procrastination means, finding reasons for NOT acting.
The Change Manager needs to know how to motivate people to take consistent and determined action.
We will show you how to motivate your staff by using the Pleasure Pain Principle.
When they act, you must observe the feedback results.
How to use feedback to inform your next step-change
Feedback is in important concept. For every action, there is a reaction. For every stimulus there is a response. Feedback is information that tells you whether your actions are working, (progressive) or NOT progressive, (ie ineffective or regressive).
We will ask you to determine: How will you KNOW whether your actions are working, or not?
What will be your feedback measure? How will you use it to inform your next change?
How to use change as part of the continuous improvement cycle
You use the feedback to inform your next adaptive change. No plan is perfect. And even if it IS perfect today, it won’t be tomorrow, because the current situation will change. Today’s answer will be obsolete within a year or less. So, we know that we need to get used to this change process as being NORMAL FUNCTIONING of all successful organisations.
So, settle in and get comfortable because we are in for a long journey, and every step of the way will involve change.
This is the message you need to sell.
How to sell them on the benefits of change
Selling the benefits of change is a never-ending process, because most people suffer from change fatigue. We will discuss the phenomenon of change fatigue and how you can eliminate its negative connotations. We will help people to welcome and use change to their advantage.
How to make progressive change and integral part of your team's culture
How to make progressive, adaptive change an integral part of your team culture
You need to apply this change management material to on three levels: S.O.S.
Self. Others. Systems.
How will you apply this material to yourself?
How will you apply this change management material to others in your team?
How can you apply this material to the entire system (at an organisational level?)
Final action planning
We will spend the last section making commitments to action.
Then we will go out and change the world.
The training course was very good. I've attended other training courses on these subjects, but this had a different approach and covered the subjects in a different way. Using and completing work books also suits my way of learning. The course was well delivered, kept my interest and covered the subjects in an original way.