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Boulden Management Consultants

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Mastering Change

Boulden Management Consultants

Learn how to how to protect yourself from the negative aspects of change

Half Day Course

Course Brochure Download
Mastering Change brochure
  • Learn how to survive the stress that can come with change
  • Understand the importance of ‘outcome thinking’
  • Master your reactions to uncertainty

Overview

The workshop begins by considering how people typically respond when faced with change, particularly where those changes are challenging, unwelcome or unexpected. We start by reviewing the ‘transition curve’, which describes the various emotional states that people typically experience when faced with an upheaval in their lives. We then go on to apply Neuro Linguistic Programming (NLP) techniques to a change management situation to help participants cope with and thrive in the face of change.

Learning objectives

By attending this highly interactive and practical course you will:

  • Appreciate the stages that all people go through when faced with change
  • Discover a powerful procedure for developing coping strategies for each stage in the process
  • Acquire an insight into the power of acceptance of change as a way of freeing you psychologically to move forward
  • Learn how to use ‘well formed outcomes’ to create compelling goals
  • Understand how to grow your personal network of relationships to help you cope with change

Who should attend?

All employees who want to acquire a methodical and professional approach to dealing with change and uncertainty in the work environment.




Workshop

The transition curve

Based on the work of Kubler Ross the Transition Curve explores the stages that people go through when having to deal with a major change in their lives. For each step in the process (from ‘shock’ through to ‘acceptance’) we consider what is required to successfully move on to the next step in order to fully engage with the change process.

  • Self assessment – where am I on the curve
  • Coping strategies
  • Rational Vs irrational thinking about change processes

Exercise: developing coping strategies

Accepting the inevitable

Resisting change when it is inevitable simply wastes time and energy that would be better put to use dealing with the current situation. Accepting a change is not the same as agreeing with it or approving of it. However, if something is going to happen, then all of our mental and physical focus needs to be committed to adapting to events in the best manner possible under the circumstances. This idea can be captured by the ancient Chinese saying, “don’t push the river.”

  • Change acceptance generator
  • ‘Releasing strategies’
  • Positive thinking versus wishful thinking

Exercise: coming to terms with change

Well formed outcomes (goal setting)

Having understood how we react emotionally to change we then want to be in the position of taking the initiative and to start doing things to (a) shape how things turn out and (b) develop our options; rather than waiting for other people to decide things for us. The ‘well-formed outcomes process’ can help with this as it places great stress on developing a positive mental attitude and an emotional commitment towards achieving a goal. Done well the goals set using this process helps to generate the psychological momentum that is necessary to take action and so drive things forward.

  • Outcome thinking
  • The ABCDE of well formed outcomes

Exercise: writing a ‘well formed outcome’ for the change process

The serendipity effect

Once a clear goal has been set it is often the case that circumstances and events combine to reveal unexpected opportunities to leverage change. Understanding how these opportunities can occur, how to spot them and realising how to grasp them when they do is a key skill in effective change management.

  • The theory of ‘selective perception’
  • The ‘happy accident’ concept

Exercise: learning to identify opportunities

Networking and action plans

Coping with change is much easier if it is being done with a supportive network of friends, colleagues and relations. Here we consider the steps involved in deliberately developing such a network.

  • Social networking
  • The reciprocity principle
  • The importance of ‘degrees of separation’


Feedback

Feedback is based upon peer reviews using Boulden assessment checklists. Completing the assessment checklists is not only valuable to the people involved in a given case study or exercise, it also helps those completing them to gain an in-depth understanding of the building blocks that make up effective coping mechanisms when faced with change and uncertainty.


Contact

Further information on this course is available by contacting
Boulden Management Consultants:
via our Contact form
Tel: 0844 394 8877