Introduction
In the 21st century's fast moving global and commercial pace, organisations frequently face the need to implement change at both micro and macro levels. For example, it might be an acquisition to a company or a site closure; a re-structuring or a site move; a change in market focus or departmental direction; an expansion or a downsizing operation. At whatever level the change takes place, it will involve people. These will be the change agents, the people who implement change and those who need to respond positively to change in order for the change to happen. On a project plan, the change might look like a simple series of steps and stages. However, the outcome of change is frequently not as the plan anticipated because of people's responses to change. This programme is about managing people's response to change and making them a part of it.
Learning Outcomes
On successful completion of the programme participants will be able to:
Define the difference between change and transition
Describe the stages of transition List the key elements of each stage
Demonstrate behaviours and tactics to manage each stage
Explain the 'people issues' generated by change
"Sell" the change to others Manage others' responses to change
Programme Content
The programme focuses on the relationship between change and transition, the external forces and the internal, personal conflicts. Transition is broken into three stages and the people issues that might arise at each stage. From this model participants consider how to manage each stage
