Tel: 0844 394 8877
This programme provides practical help to enable managers to appreciate the subtleties and complexities involved in implementing change. The workshop begins by considering how the manager should cope with the impact of an organisational change on themselves personally – what we call managing from ‘the inside out’, before going on to apply Neuro Linguistic Programming (NLP) techniques to leading change. The training also covers how to support employees as they experience the emotional highs and lows that are an invariable part of any change programme.
By attending this two-day highly interactive and practical course you will:
All existing and potential managers who want to acquire a methodical and professional approach to leading a team through a change process.
If you want to be effective at managing change you need to think like a good change manager thinks. This first session looks at the values, beliefs and attitudes of someone who is excellent at coping with change.
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.
Day 1 (cont)
When employees are experiencing change they can sometimes be very stressed and negative in their communication. In leading their team in such circumstances it is important that the manager is able to acquire and maintain a calm, rational state of mind.
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, but 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.
Day 1 (cont)
In NLP meta programmes are defined as common thought patterns that are used to process information. By understanding our preferred patterns it is possible to gain an insight into our instinctive response to change and therefore to start to manage our response in the most productive way possible.
Day 1 (cont)
The ability to communicate in an assertive manner when faced with aggressive, worried or anxious employees is one of the key skill sets of the effective change manager. A person who is assertive has the ability to be honest with themselves and others about what they really think and feel. They have the confidence to be themselves and to ask directly for what they want in any given situation, while taking other people’s feelings into account.
One crucial aspect of managing change is the ability to deliver a message about the need for the change in a clear concise manner. A very helpful tool for doing this is the CIA (or elevator) speech as it helps the manager to focus what they want to say in a direct and compelling way.
Understanding the main elements involved in leading a team through a change process from the ‘human’ perspective e.g. helping people become aware of the need for change; explain what the Vision for the change programme is; clarifying what training will be provided etc.
Day 2 (cont)
When employees are experiencing change they can often become withdrawn and anxious, or alternatively they may become angry and resentful. In either case the manager should have the coaching skills to identify precisely what the problem is and how it is affecting work performance. They should then be able to offer help and support so that the individual concerned can address it.
Clearly if employees are uncertain about their future there may well be a significant drop off in their work rate. Understanding how to keep people engaged so that they maintain good performance levels in times of change is a core competence of good change management professionals.
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, it also helps those completing them to gain an in-depth understanding of the building blocks that make up excellence in the field of change management.
All of our workshops can be delivered as Remote Training via e-learning modules plus Zoom based virtual workshops. Please see our Virtual Training page for more information.
Further information on this course is available by contacting
Boulden Management Consultants:
via our Contact form
Tel: 0844 394 8877