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Directors

Leading Change


Does change need leading?

If all change implemented is accepted, greeted with enthusiasm and implemented efficiently then the answer may be no. But human beings don't always react to change in this way. We have come across one organisational merger that occurred in Cyprus which went with remarkable ease and after a couple of months everything was working and everyone seemed to be happy.

The reality for most of time is that change is met with a wide range of reactions from positivity to suspicion and derision. Of course it depends on the change. And it depends on the people. The same change can be met with acceptance and enthusiasm and suspicion by different people.

Change needs leading where people's attitude to it and actions need guiding and inspiring.

 

How do we lead change?


One way of answering this is by asking how do we not lead change.

One sales manager in France decided not to take our advice and informed the sales team about a change of contract via email. That is, no discussion, no question and answer session, no testing the water. What do you think happened? No prizes for anyone who guessed the sales team went on strike.

 

In leading change we might consider the following questions:

  1. Is this significant change?
  2. How might people react to it?
  3. What is the worst that people might say about it?
  4. Does it adversely affect people?
  5. Who is directly affected by it?
  6. Who is indirectly impacted by the change?
  7. What do we want to happen once the change is implemented?
  8. How have we reacted to change previously

 

 


ITD International Training & Development For an initial discussion on leading change at your firm please email us at info@itd.com or call 0870 777 6734




Typical Workshop Agenda

* Objectives
* Defining what constitutes change
* The firm's approach to change
* Does change matter?
* Does change need to be lead?
* People's different approaches to change
* Predicting & planning for people's reaction to change
* The communication element - words and phrases not to use
* Influencing people's attitude to change
* The change plan
* Reviewing change - the autopsy

 

 
Workshop Method
* Live classroom
* Remote workshop
 

 

 
Typical Leading Change Workshop Outline
 

 
 

 

 
ITD workshop design process
1. Discuss your specific needs
2. Draft outline proposal
3. Meet sample of the target group
4. Redraft proposal
5. Pilot training
6. Review
7. Deliver training
8. Evaluation