Introduction
Managers needing to implement change are typically facing huge challenges. Whatever the logic behind the change they are often faced with emotional reactions that block their plans. In planning change it is easy to fall into the trap of not dealing with the thought processes and relationship dynamics that must be considered in any change.
Change only happens when each person makes a decision to implement the change, but most people fear it. Despite the apparently logical drive for change in today’s world it is still something that is badly received by many. This reluctance or resistance to change has been the downfall of many a change programme that managers have needed to introduce.
This programme is about helping people find and adopt positive approaches to change to support needed management initiatives.
Learning Outcomes
On the successful completion of the programme, participants will be able to:
Analyse any change that they are involved in to find the benefits for themselves and others
Discover the motivating points for all concerned in any change programme
Describe the emotional and logical levels of response we all have to change
Make rational comparisons between the proposed change being implemented and not changing at all
Establish constructive communication with others involved in the change
Programme Content
Participants are encouraged to consider their real blockages to upcoming change and identify what they perceive they will lose as a result of change. From this point, they look at change from different perspectives and identify varying impacts. Finally, participants will look forward to the potential gains of the proposed change and make action plans to manage their personal transition
