Leading Change

Description

How To Present A Leading Change Course

This Leading Change Course is an easy and fun course used in various training workshops, meetings, and activities. It is suited for groups of 12-15 people but can be applied to larger groups by forming smaller groups. It only needs about a day to present the content.

It is easy to present this course. Download the content you’ll need (slide deck, manual and guides). And then follow the course outline.

The content can be rebranded and customized by adding a logo.

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Course Description

Leading change management projects is a powerful component of effective leadership.

It’s the capacity to have a vision of change. And the skill to encourage and motivate others to deliver that vision.

This Leading Change course begins by introducing practical change leadership skills. It then details what change is and the role of the new change leader.

The course then discusses how to set a vision of change and build trust.

Who Should Attend

This course will target the needs of line staff, team members, managers, and human resource professionals.

What Your Delegates Will Learn

At the end of this course, your delegates will:

Understand change within the organization.

Appreciate the critical steps in leading 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

These are the five key sections of this training course.

1. 20th Versus 21st Century Organizations

• Define what change is.
• Explore the importance of diagnosing the need for change.
• Check and monitor the need for change.
• Recognize the need for change.
• Examine the importance of re-balancing the equilibrium.
• Identify the challenges of change projects.
• Recognize driving and restraining forces.
• Discuss critical tactics of unfreezing, transitioning, and re-freezing is available.

2. The new change leader

• The skills and techniques to lead change management initiatives.
• Explore the need for change.
• Explain how to have a vision
• Learn how to approach, manage, lead and evaluate this change.
• Start choosing an appropriate vision.
• Build awareness of what is possible.

3. The change vision

• 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.

4. Communicating the change vision

• Explore education and communication.
• Discuss participation and involvement.
• Promote facilitation and support.
• Highlight negotiation and agreement.
• Stress manipulation and cooptation.
• Understand implicit and explicit coercion.

5. Trust

• Start leading change.

Leading Change Course Overview

• 83 Page Instructor Manual.
• 63 Page Training Manual.
• Customizable PowerPoint Slides.
• 17 Free Training Games.
• 17 Free Training Icebreakers.
• 12 Practical Training Guides.
• 2 Course Tests.
• Activities/Exercises.
• Reading List.
• Course Advertorial.
• Action Plan.

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Why We Created This Leading Change Course

So, why are these skills so important?

There are many reasons.

To start with, leading change skills are required to inspire, influence and support action and change in individuals to facilitate the needed change within an organization.

These skills include:

• Championing change.
• Problem-solving skills.
• Empathy.
• Communication skills.
• Conflict resolution.
• Decision-making.
• Delegation.
• Active listening skills.

Ultimately, the first step in becoming a better change leader is understanding why change leadership skills are essential in the workplace. To illustrate:

• Gartner identified that, on average, companies have gone through 5 major companywide changes in the past three years.
• Here’s another quite important finding. Gartner reveals that nearly 75% of companies expect to increase the number of change initiatives undertaken in the next three years. You might notice a lot of potential for the delivery of learning and development initiatives.
• We’ve learned it’s one thing to talk about building skills like “change leadership skills” and another to deliver change management projects successfully. To illustrate, Gartner also raised some sobering facts. To illustrate, about half of the change initiatives failed, and 34% reported apparent success. And 16 % of these initiatives report mixed results.
• On the other hand, Forbes suggests that in today’s competitive business environment and marketplaces, effective change leadership skills are more essential than ever.
• Similarly, Google identified that employee engagement in change initiatives is greatly benefited through the activities of executive sponsorship or the skills of the change leader.
• Equally, we’ve seen recent research by Gartner found that shifting implementation planning to employees will improve the probability of success by 12%.
• Probably no huge surprise here, but a PWC study identified that 74% of employees contacted are interested in developing new skills or re-train to remain employable.