Faced with that question, it’s surprising how many of seem to opt for the seemingly less attractive option. And it’s for one key reason:
Change is hard.
Us human beings, we just don’t like it unless we’ve initiated it ourselves of course…
So what can we do about our in-built resistance to change? How do we get people on board when they’re not having any of it? And importantly once we’ve got them on board, how do we sustain that – how do we keep them on side – motivated, engaged, and productive?
In this practical workshop, participants will gain immediately useful techniques to help navigate themselves and others through change, and come out the other side still living to tell the tale…
We’ll explore the emotional, psychological and practical barriers that human beings experience in relation to change, and how we can overcome them using simple daily practices.
Participants will leave with a greater understanding of how to maintain morale, goodwill, and productivity throughout the change programme…
- Most change programmes fail. Not for want of a good strategy, or good ideas, but from a failure to understand the way that employees want and importantly need to be navigated through change.
- We’ll explore the pitfalls that companies and managers often fall into when delivering a change programme, and what needs to alter to make it successful.
- Participants will learn how to stay flexible when one is often wedded to the initial plan, due to amount of time and money that has gone into creating it.
- We will explore techniques to maintain workforce engagement, and how to set up a network of Change Champions to ensure people feel genuinely onside and connected to the changes as they occur.
- Participants will be able to recognise and manage the psychological reactions to change, and learn specific techniques for enabling people to stay on track with changes as they occur.
- We’ll learn how to identify our own differing reactions to changing circumstances that we haven’t initiated, and discover how to ‘cover all bases’ in terms of managing expectations, different methods of explain the change, and how to engage people who may be in many different parts of the Change Curve, yet all on the same team
- Participants will leave with a clear plan of how to deliver and be part of a change programme successfully