Executive Level Leadership: Change and the Executive Leader

Audience

The target audience for this series is senior managers directors and executives who wish to improve their leadership skills.

Objective

• Identify the three phases of the change process.
• Given a scenario choose how to communicate with employees.
• Define organizational culture.
• Identify how a given situation can provide insight to an organization's culture.
• Identify barriers to change.
• Use guidelines to control damage during the change process.
• Identify the guidelines for building trust with employees.
• Follow guidelines to build trust with employees.

Topics Include

Unit 1: Leading for Change

• Identify the three phases of the change process.
• Given a scenario choose how to communicate with employees.
• Given a scenario inform employees about a change.
• Simulation Overview:
• In this simulation you are Icon's Vice President of Operations. The company's board of directors has just made the decision to merge two of Icon's operating divisions into a single expanded unit. You will be meeting with Drew Canfield John Cunningham and Mary Aberdeen three of Icon's executive level leaders. To complete the simulation you must effectively communicate the reasons for the change as well as when and how the change will take place.

Unit 2: Change and Organizational Culture

• Define organizational culture.
• Identify how a given situation can provide insight to an organization's culture.
• Apply guidelines for empowerment during change.
• Follow the guidelines for motivating employees through a change.
• Apply guidelines to communicating through barriers.
• Simulation Overview:
• In this simulation you will be meeting with Ronald Spear Deborah Cowan and Roger McAllister three senior-level managers at Icon's Power Systems Division in Phoenix. You have just been informed that your operations will be merging with the San Francisco offices to create a single expanded operating unit and many on the management team are upset with the division. As an executive level leader you must effectively use goal setting and power sharing to motivate your employees through the change and improve the chances of its acceptance.

Unit 3: Negotiation Skills

• Identify barriers to change.
• Apply guidelines for using influence to overcome resistance to change.
• Identify the guidelines for building trust with employees.
• Follow guidelines to build trust with employees.
• Simulation Overview:
• In this simulation you will meet with Don Hamilton the Senior Production Manager at Icon's San Francisco manufacturing plant. Don's employees have expressed increasing concern about the plan to integrate the Phoenix Power Systems operations with theirs and Don's doubts have increased with them. To complete the simulation you must use your influence as an executive level leader to build trust with the employees and help them overcome their resistance to the change.

Duration

4

Minimum Requirements

The CDROM version of this course requires:

• At least a 486DX 33Mhz CPU.
• Microsoft Windows 3.1 or higher and a Microsoft compatible mouse.
• At least 8MB RAM.
• At least VGA graphics capability with a minimum 512K video RAM (1MB video RAM recommended).
• At least a double speed CDROM drive.
• An MPC compliant sound card with attached speakers or headphones is recommended (Currently only the CDROM version supports audio).

• At least a 486DX 33Mhz CPU.
• Microsoft Windows 3.1 or higher and a Microsoft compatible mouse.
• At least 8MB RAM and 22MB available hard disk space or file server space.
• At least VGA graphics capability with a minimum 512K video RAM (1MB video RAM recommended).

Media