Sale! Change Leadership Skills Training Course Material$79.00 $49.00 Instantly available, saving you time and effort. Affordable, saving you money. Flexible, for on-site and virtual presentations. Everything you need, slide decks, manuals and guides. 100% customizable, ready for any situation. Brand as your own, just add your logo. Easy to present, no experience required. Change Leadership Skills Training Course Material quantity Add to cart SKU: CLA Category: Management Courses Description Save time and effort Do you want to present a training course on change leadership skills? And, have all the content needed? Or, the time available to create everything from scratch? Let’s be honest, creating content is tougher than it seems. Want an easier solution? You can instantly download these training course materials. This training course meets the challenges faced by business managers, senior executives, and staff responsible for leading change management initiatives. Let’s explore how you can present this content. What you’ll get 83-page facilitator manual. 63-page participant manual. PowerPoint slides. Practical exercises. Further reading. Course evaluation form. Action plan. Learning objectives At the end of this training course your participants will be able to: Understand change within the organization. Appreciate the critical steps in effecting change. Obtaining participation. Leading a change project. Creating a vision. Understand how to create a change 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. Course outline In an effort to provide you with as much value as possible, we’re going to show you how you can deliver the key sections of this training course. We’ve divided this training course content into 4 key steps. Let’s get started. 1. Learning about 20th versus 21st Century organizations You may have an idea about what your audience wants. But you’ve got to dig deeper and figure out what matters to your audience when leading change projects. What is working well for them? What are they struggling with? How can you help them? With this in mind, use the content to: Explore what change is. Highlight the importance of diagnosing the need for change. Check and monitor the need for change. Recognize the need for change. Tips for a successful delivery include using the content to: Establish the importance of re-balancing the equilibrium. Discuss the challenges of change projects. Highlight the need to examine both driving and restraining forces. Understand the critical tactics of unfreezing, transition, and re-freezing that are available. If you have a company-specific or industry-specific example that requires discussion, ask your audience about the driving and restraining forces that exist in their company. 2. Introduce your audience to the new change leader Here’s where it gets more interesting. Use the material provided to: Highlight the need for change. Focus on the need to have a vision Share on how to approach, manage, lead and evaluate this change. Explore how to choose an appropriate vision. Build awareness of what is possible. To excel, your audience needs content that will make a difference in their lives. They want to improve their skills. So, help them. Hook them with great content. And, foster more engagement by incorporating examples from your own experiences. 3. How to share the vision of change Ever had the feeling that you need to develop a vision of change, but you didn’t know how to do it? Well, you’re not alone. Most of your audience will have experienced that same situation. There’s a very simple way to help solve this problem: use the content to: Focus on the challenges of obtaining participation, education, commitment, and involvement to lead change projects. Explore the importance of facilitation and support. Examine aspects like negotiation, agreement, manipulation, and co-option. Outline the factors of implicit and explicit coercion. 4. Focus on trust The challenges of leading change are universal. And, trust levels achieved by change leaders must always be kept in mind. Use the content provided to uncover some of the challenges of building trust. Next, explore how to steer and deliver change projects. Remember, the more you can engage with your audience, the more likely they are to learn from what you are sharing. Think about it. Engagement builds trust. And, this trust comes from delivering value. Order this training course material on change leadership skills now! $79.00 $49.00Add to cart Bonus: Free expert training guides Starting today, with all Oak Innovation training course products, you’ll receive eight free training guides that will help you add extra value to your training courses. Training icebreakers. How to select training materials. Training games. How to increase participation. Learning how to improve your questioning skills. How to improve your listening skills. Learn how to deal with difficult people. How to evaluate training courses. Did you know …? Did you know that we link our course development process with Google’s dynamic “people also ask” search feature? That way, you get content that is always practical and relevant. Here are the top searches that we’re seeing people asking about change leadership skills. What should be included in change leadership training? How effective is change leadership training? What are the 4 types of leadership? How can you be an effective change leader? What are the 7 leadership styles? What are the most important change leadership skills? What qualities does a successful change leader need? How can you be an effective change leader? How can leadership training be improved? What are effective leadership skills? How do you lead change by example? Getting started Let’s take a moment to review important takeaways within this content. First, we encourage you to be aware that while it might feel like only a few people can be change leaders, introducing better change management skills can broaden the range of staff that can step into these leadership roles. Next, leaders must be able to both manage and lead change projects. This is something we frequently hear from customers with leadership development training needs. We encourage you to share this awareness with your audience to help ground their learning. It’s super simple, but also so important to share. And, last but not least, we’ve worked incredibly hard to provide you with course material to help your audience gain a better understanding of change leadership and how they can lead and participate in change projects. What our customers say In your words Wow, Wow, Wow. What a comprehensive training package. So much so that I can’t even conceive of delivering this in one session as there is just so much in it. Liz McConnell, Thinking Room We were pleasantly surprised with the content of the material: it is comprehensive and easy to present. The learner manual was well understood by our small group of evaluators. We also appreciated the focus on the working environment of the learners to enable them to tackle issues at their place of work. The facilitator manual is a pleasure and is a much understandable guide to keep the facilitator on track and assisting him/her in engaging the learners in all aspects. Leon du Plessis, Camellott Communications Explore more customer stories Limited time offer Get access to training content for 50+ courses, 100% customizable and instantly available. Free updates for life. See course list here $4,108.00 $1,040.00Add to cart Frequently asked questions What is the difference between change management and change leadership? Change management is the process or steps involved in creating and keeping a change initiative under control. And, change leadership are the characteristics of those leading change projects. Ultimately, 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 in change projects. What skills must a change leader possess? All change leaders must be able to: Formalize an appropriate vision Obtain participationLead the change process What internal and external questions will determine a need for change? The questions below will determine a need for change: Internal How can we change the way we do things? Where can we save money? How can we make more money? External What market conditions prevail? How can we enter new markets or maintain our present position? Who are our main competitors? What are the steps involved in creating a vision of change? One of the most critical aspects of change leadership is the ability to create a vision for change. Typically, this involves the following steps: Create a vision for the organization. Formalize the need for change. Identify issues and potential consequences. Develop alternative solutions. Choose the appropriate vision. Formalize the vision. What questions should a change leader ask before they embark on a change process? Here are some of the most important questions to ask: What is leading the change? Economic Pressures. Technology. Customer Satisfaction. Or something else completely. What is the purpose of the company? What are the desired result areas? What is the future of the company? Do we have a vision statement that accurately captures the future of the company? What techniques can a change leader use to overcome resistance? Resistance to change and low participation rates can be a sign that change projects may be at risk. In this situation, a change leader will have to explore a range of techniques to get a change project back on track. These techniques include: Education and communication. Participation and involvement. Facilitation and support. Negotiation and agreement. Manipulation and cooptation. Implicit and explicit coercion. What are the emotional reactions to change that a change leader will need to deal with before change is accepted? Change is a permanent feature of all companies. However, we all can have different emotional responses when change is announced and introduced. Remember, just because someone is at a different stage in this process, it does not mean that they are against the change project. It could be only that the participants just haven't reached the acceptance stage yet. The main emotional reactions to change that a change leader will experience include: Paralysis (inaction, and avoidance). Denial (this is not happening to us). Anger (we must not let this happen). Bargaining (maybe we can bargain and get a different type of change). Depression (it is not going away). Testing (perhaps it is worth trying). Acceptance. How can a change leader do to build trust? Gaining trust within change projects and initiatives can be a constant challenge for change leaders, especially when they have less experience. The following positions will help encourage confidence: HonestyOpennessConsistencyUnderstanding that mistakes are part of the process Who should be on a change leadership team? The membership of a change leadership is pivotal in determining the success of a change project. Membership should include: Senior leadership. Senior leadership team members. Budget officer. Project coordinator. Implementation team leader. Implementation team members. How will these training materials help you instruct your learners to participate in a change leadership process? These course materials will help your audience participate in a change leadership process. This course will help your participants to overcome any concerns that they may have. Can I edit the content and add my company logo? Yes. You can now add your logo and customize the course content freely using Microsoft Word and Powerpoint. You can also deliver the course materials where, when, and as often as needed.