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LEADING CHANGE

PROPOSED TIMINGS • One-and-a-half day seminar, with a month in-between • Pre-course and post course homework • Setting up a support buddy system • One-to-one coaching

INTRODUCTION

We all know times of transition can be exciting and full of opportunities, but change can also be stressful and de-motivating for some teams. This in turn has an impact on performance.

This course aims to give managers the skills and tools they need to lead their teams through this time of uncertainty, so they can collectively embrace the future, rather than recoil from it. The objectives of this course will be supported by one-to-one coaching with the facilitator and also through creating a ‘peer support’ system, which will hopefully continue long after the course has finished.

For this course to be practical and personal, it is primarily aimed at managers whose team is:

1) at the brink of change
2) in the middle of change
3) dealing with the aftermath of change

This could be either systemic change, such as a team merger, or something much smaller, for example introducing a new computer system.

THEORY USED

The Integrated Change Model by Jeffrey and Linda Russell is a pragmatic and comprehensive model of change, drawn from a broad base of organisational development research. It aims to integrate the psychological cycle of change, with a leader’s pragmatic response to it.

PRE-COURSE WORK

Course outline with pre-course questions, to help delegates start to define the change their organisation and their team are facing

COURSE AIMS AND OBJECTIVES
First Day

Morning

• Introductions and defining the specific change your organisation and team are facing
• The consequences of your organisation and team not embracing this change
• Explore negative and positive perceptions and benefits of change
• Introduce the first stage of the Integrated Change Model by Jeffrey and Linda Russell through own personal experiences of change Afternoon
• Explore both your own and team’s present stage in the cycle of change
• Find practical options to help yourself and move from each stage
• Start own action plan
• Create own vision of the change successfully completed
• Introduce second stage of Integrated Change Model a leader’s actions at each stage of change
• Create personal action plan to help your team navigate the change with you
• Endings and questions

POST COURSE WORK

• One-to-one coaching with facilitator to define and hone action plan
• Committing and starting to act on the action plan

SECOND DAY

REVIEW AND CREATE ACTION PLAN

• Review the integrated model for leading change
• Answer questions about the integrated model
• Discuss the progress you are making in helping your team through change
• Explore nature of resistance in times of change and developing resilience
• Help each other identify additional steps you can take to enhance your leadership abilities at a time of change
• Learn from each others’ past and present experiences of leading change

WHAT DELEGATES HAVE SAID AFTER THIS COURSE • “I found the integrated change model an invaluable tool to help me identify where teams are in the change model, and help them move forward.” (HR Director) • “I loved working with a group of colleagues to share stories, skills and experience round change – lots of opportunity to pick brains” • “The one-to-one coaching was a very useful follow up to the day as it made me think where I and my team were on the change model and what I need to do to change both my attitude around the change, and theirs” • “A lively and thought provoking course. Should have been exhausting as we covered so much material, but it was also such fun!”

“The potential of the Human Spirit is absolutely unlimited. All you need to know is how to tap into that well.”

(Jack Welsh, CEO, General Electric)

"Complex concepts, delivered in a fun way that makes them real!"

(Chris Goscombe, Director of Human Resourses, Easyjet)

Please contact Milly Sinclair
creativeedgeuk@aol.com 07703 181 630