Change typically is initiated with the objective of achieving performance benefits for the organization. However, start-up cost, time for learning, and resistance often means that change does not provide significant benefits to the organization until much later than expected. This workshop describes an approach to leading organizational change that combines disciplined project management with knowledge of the key factors associated with effective change in human systems. The result is change that benefits the organization as quickly as possible.
Employees often experience business changes that they have little or no control over, believe have a negative effect on them, and cannot modify. While responses to these kinds of changes vary across individuals, emotional reactions, even to positive changes, are a natural human response. However, these reactions may become problematic if people get "stuck" in the change process, unable to move forward in order to become fully productive in the new situation.
Participants learn the key factors associated with effective planned organizational change and apply them to current changes in their business. Individually or as teams, participants create a plan for enhancing their leadership of organizational change. In doing so, they will:
Understand the key components of planned organizational change
Define the roles necessary for effective change
Understand the major sources of resistance and how to manage them
Identify and plan ways to enhance the leadership of organizational change
Change in human systems: Core concepts
The planned change roadmap
Identify the change
Organize the project
Influence the stakeholders
Implement, monitor, and sustain the change
Change maker roles: Leaders, Agents, and Participants
Organizational, team and individual resistance to change
For more information please call KGA at 508.879.2093 or email
info@kgreer.com
