Change Leadership: Learn how we’re unlocking the power of training course materials
Successful change management projects require a particular type of change leadership skills.
At Oak Innovation, we are often asked about the difference between change management and change leadership. And, we always respond by saying that that these terms are interlinked. But, that the two terms are not interchangeable.
To illustrate, change management refers to the process or steps involved in creating and keeping a change initiative under control.
Change leadership refers the characteristics of those leading change projects. And, it is these characteristics that are essential. Change leaders enable the sharing of the vision for change. Plus, they are central to influencing and encouraging others to participate within change projects.
Learn how we can help you deliver your own change leadership courses.
Discover a smart approach to delivering your own change leadership training courses
We’ve done the hard work so you don’t have to.
Our solution offers you the training course materials that you need. And, allows you to instruct your participants on how to effectively participate within change initiatives. In addition, you will be able to improve the skills of course participants at all levels within an organization (e.g., managers, team leaders, supervisors and front-line staff).
What training professionals and business managers should know about delivering change leadership training courses
First, provide participants with a better understanding of change leadership. And, how they can lead and participate within change projects. Next, discuss how to manage a change project. And, the steps required for these initiatives to be successful.
The following topics are covered within these training course materials in change leadership.
20th Versus 21st Century Organizations – Start by exploring what is change. And, examine how to diagnose the need for change. Next, establish the importance of re-balancing the equilibrium. Then, share the need to explore both driving and restraining forces. End this section by discussing the critical tactics of unfreezing, transition and re-freezing.
The New Change Leader – Next, focus on the need for change. And, how to identify issues and potential consequences. Then, share how to develop solutions. And, how to choose an appropriate vision.
Sharing The Vision – Start by exploring the components of obtaining participation, education, commitment and involvement. Then, stress the importance of facilitation and support. Next, examine aspects like negotiation, agreement, manipulation and co-option. And, outline the factors of implicit and explicit coercion.
Trust – This final section looks at building trust and balancing power. Use the content to explore steering and delivering change projects.
Upon completion of this course in change leadership, your participants will be able to:
Understand change within the organization
Appreciate the key steps in effecting change
– Obtaining participation
– Leading a change project
– Creating a vision
– Formalizing the need for change
– Identifying issues and potential consequences
– Choosing the appropriate vision
– Formalizing the vision
– Getting the necessary participation
– Leading the change process
– Working with teams
– Balancing power
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