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Leading People Through Change

This Leading People Through Change training provides a thorough understanding of change and uncertainty in a business context. It will also develop your capability and confidence in leading and influencing people through change.

What will I learn?

By the end of this Leading People Through Change course, you will be able to:

  • Understand change in a business context.
  • Identify the key steps in the change management process.
  • Appreciate change as an emotional issue.
  • Develop six styles of leading others though change.
  • Identify ways of supporting people through change.
  • Build skill in influencing different styles/preferences.
  • Develop capability in handling concerns about change.
  • Develop a range of tools and techniques.
  • Apply learning through real life changes projects.

Who should take this course?

This programme can be adapted for entry, intermediate and advanced levels.

It can be delivered as either a 1 or 2-day workshop for 8 to 10 learners.

Course Content

  • Use CCS Cards to share experiences of change
  • Best and worst experiences
  • What change feels like
  • Define change
  • Perception and success
  • Kinds of change – continuous improvement and step change
  • Advantages and risks of ignoring change
  • Case studies
  • Difficulties with change
  • Responses to change
  • Active and passive resistance
  • Why people resist change
  • DREC change curve
  • Impediments to commitment
  • Impact of uncertainty
  • Climate for change
  • Change manager’s role
  • Leadership definitions
  • Self-management
  • Leading people through DREC
  • Emotionally Intelligent leadership styles
  • Collaboration and resistance
  • 8 steps for success (J Kotter)
  • Building a case for change
  • Positioning the message
  • Building shared vision and clear strategy
  • Keeping informed
  • Continuous communication
  • Types of communication
  • Consistency
  • Motivating self and others
  • Awareness of people’s changeability
  • Building trust and credibility
  • Transactional Analysis (TA)
  • Types of concerns
  • Responding to concerns
  • Character styles and preferences
  • Active listening
  • Influencing as push vs. pull
  • Facilitative questions
  • Change as an emotional issue
  • GROW coaching process
  • Influencing tips and techniques
  • SMART objectives
  • SWOT analysis
  • Force-field analysis
  • probability impact risk analysis
  • Systemic and creative thinking
  • Divergent vs. convergent thinking
  • Experiential Exercise
  • Group work with real life change projects
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