Leading Change
info_mark_grey In-person
$2,390
Course Start Date
2 days
In-Person 8:30am -4:30pm PT UBC Robson Square
2 days
In-Person 8:30am -4:30pm UBC Robson Square
2 days
In-Person 8:30am -4:30pm UBC Robson Square
Leading Change
Mobilize the power of people to drive strategic change
Of the many challenges facing today’s leaders, managing change is often the most difficult. Integrating successful change involves a complex process that balances strategic requirements with human behaviour and responses.
Designed for executives, managers, supervisors and senior leaders, this course looks at organizational change from a human perspective. Learn how change impacts people and what leadership behaviours are needed to manage the upheaval. Sustain momentum for change while applying a disciplined approach to communicate clearly, support your people and facilitate the transition process.
- Articulate the impact the change initiative will have on your division or organization, and its stakeholders
- Build a shared vision of success by embedding a communication plan into the change strategy
- Encourage desired attitudes and behaviours, and assist people in adopting new initiatives
- Communicate a convincing message that facilitates change by involving others
- Provide your people with the insights, skills and inspiration needed to do things differently
- Help team members cope with feelings of victimization, insecurity, frustration and cynicism
Impact on your organization, team or business:
- Achieve stronger alignment between strategy and people, enabling smoother implementation of change initiatives
- Improve communication around change, resulting in greater employee buy-in and reduced resistance
- Accelerate the adoption of new processes, as leaders clearly articulate expectations, build confidence and provide necessary support
- Foster a more cohesive, collaborative organizational culture
- Sustain momentum for innovation and organizational transformation
Communicating the Need for Change
- Delivering a convincing message to establish urgency
- Ensuring that your communication aligns with what the company is trying to achieve
- Clarifying expectations, promoting buy-in and responsibility and ensuring fairness
- Dealing with behaviours that need to be encouraged or eliminated
- Mobilizing relevant aspects of organizational culture
Optimizing the Key Components of a Change Management Plan
- Communicating a vision beyond the change
- Helping people get the training and skills they need
- Developing internal branding to capture interest and commitment
- Influencing people’s perspectives, attitudes and behaviours in positive ways
Supporting People Through Change
- Why people often struggle with change
- Avoiding a “victim” mentality
- Responding with empathy and reducing discomfort by involving people in the initiative
- Dealing constructively with resistance
Profile
Tracey Gurton
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