Participants learn the
impact of change on people, communications and trust; they learn to manage
change efforts proactively to renew focus and contribution.
Change efforts flounder not through lack of strategy or business skill but
because leadership fails to effectively identify and proactively address the
critical communications and trust issues that change imposes. This course
squarely faces the people issues of change efforts. Direct application to
restructurings, downsizings, team shift to market driven or quality improvement
How to establish a
climate of open communication in the midst of change; avoiding rumors and "them
vs. us" conflicts, understand and eliminate factors and practices that damage
trust, reduce fear and action paralysis in the midst of change, understand how
organizational beliefs are impacted by change, the difference between enabling
and limiting beliefs, how to reincorporate customer's and employee's most
important values into organizational change efforts, renewing commitment to new
practical model (Five Steps to Change) guides the change management process.
Participants work on real change issues. Facilitated self discovery approach
leading to renewed focus and accomplishment. 15% didactic; 25% facilitated
problem solving discussions, 50% experiential exercises/skill building; 10%
summarizing success and takeaway application.
or 12 hours depending on client goals.
size: 18 to
management teams, intact teams; middle managers; or team leaders charged with
successfully implementing significant strategic change
courseware is customized to specific client applications. Complete written
project proposals are available at no cost. To learn more, To learn more,
please send us an email at
The following Library
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Leadership and Learning.
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