Change Management Training - Workshops and Seminars

What is a Change Management Training Workshop?

Implementing change in an organization is often a challenge. Unexpected changes are threatening and carry with them difficult or new problems to solve. Even when the change is perceived as a good one, the change process can quickly become a nightmare.

The goals of change management training workshops and seminars are to teach you as a manager or leader how to: (1) guide and support people through the transitional stages of change and (2) design and implement change so as to ensure the highest likelihood of buy-in.

Change Management Training Workshops and Seminars Objectives

Workshop or seminar participants will learn how to best roll out change within their organizations. Change management training empowers participants to be able to plan, control, and adjust the change process. 

There are many benefits to attending a change management workshop or seminar. In addition to typically gaining a theoretical understanding of organizational change,  participants will typically learn:

• how to create the right framework to bolster change management

• practical tips from case studies and hands-on exercises

• tools and techniques for how to deal with change, and more importantly-- make change stick

• how to design a management plan focused on minimizing resistance and maximizing buy-in

• how to create stronger working relationships among all levels
  
  

Who should attend Change Management training?

Managing organizational change is not only for the top levels within a company. Change management training is applicable and useful to anyone who currently is or will be dealing with significant organizational change. Managers and leaders in particular are among those who will need to lend support through the change and could benefit from training.

Reactions to Change-- Leading Your Team Through Change

Change, especially a sudden change, can be akin to experiencing the death of a loved one. Just as there are stages of grief that one tends to go through, there are emotional stages of response to change that organizational leaders need to be aware of in order for change to become successful. 

• Shock and/or Denial- Upon first learning of an impending organizational change, people tend to refuse to accept that change is happening. After all, it's a sudden, surprising, or even upsetting, event. People are in a state of stunned disbelief.
• Anger- After the shock wears off, the anger sets in. People may be fearful of the change coming or the uncertainty intertwined with the change. They may even feel unappreciated, disrespected, or resentful with regard to the change. Should leaders not be able to transition people into a more positive state of acceptance, then the change will not work for these people. 
• Acceptance- In this stage, people start exploring what the change could mean for them. They've coped with the anger and shock and accepted the change that is occurring. 
• Commitment- People embrace the change in this stage and restructure their ways of thinking and working to positively accommodate the change. 

When you as a leader understand the reactionary stages to change, you can then predict how people will react and when. This understanding is key to helping you to know how you can best support them with accepting the transition.