Regardless of what kind of change is proposed, knowing you are about to lead a team through change causes most leaders and managers to worry.
They want to do things right and worry they won’t know how or what to do – and often they are leading this change on top of experiencing some changes themselves.
Equipping managers who are going to be leading teams through the change with the skills and knowledge they need to support their people through change will not only alleviate this worry, but also encourage a more positive engagement with the change.
Managers become more confident in leading the changes, are able to manage team performance through the changes, reduce stress levels, have those difficult conversations constructively and deliver the benefits the changes are designed to deliver.
Investing time in doing this early can save considerable time, effort and resistance during the delivery of change.
What we do
Through a combination of workshops, training sessions and webinars we will provide:
- A closer look at how people experience change (the Change Curve).
- An outline of what change is coming and why it is important to the organisation.
- A refresher on the key skills needed to lead and manage teams as they experience change.
- How to lead and manage during the different stages of change.
- A greater understanding of a manager's role in change, including the strengths they bring to it and those areas they are likely to need more support with.
Our Change Management services use an approach which is informed by (but not limited to) a combination of the most widely used change management models:
Awareness, Desire, Knowledge, Ability and Reinforcement
Dissatisfaction x Desirability x Practicality > Resistance to Change
12 linked factors that impact change – External Environment, Mission and Strategy, Leadership, Organisational Culture, Structure, Work Unit Climate, Individual Task and Ability to do it, Individual Needs and Values, Employee Motivation, Management Practices, System (policies and procedures), Individual and Organisational Performance.
Ad hoc or Absent, Isolated Projects, Multiple Projects, Organisational Standards, Organisational Competency.
Building curiosity and enquiry, combined with active decision making.
