Leading Change

Leading Change
Duration: 2 Days
In business change is mandatory and inevitable. Change may be proactive or reactive, and the process of change means different things to different people depending on where you are placed in the organisation structure. One thing's for sure to be effective the process of change must be planned and managed systematically
This course will provide the skills, strategies and knowledge to enable you to make change an attractive proposition and fast forward your change initiatives and get them moving in a new and positive direction

Outcomes
Linear and incremental approaches to planning change
Consultancy techniques for increasing everyone s ownership of and commitment to change.
How to maximise ownership and commitment to change initiatives
Empowering people rather than manipulate or coercing them using a range of change management styles and skills
To focus on strategic rather than tactical change: moving away from the quick fix to effective long term solutions
Identify and work with the implications of organisational culture on change initiatives
Recognise the need for people to be different rather than just doing things differently. Clarify and manage expectations, and agree contracts

Topics Covered
Day One
Defining, Planning and Delivering a Change Strategy
The process for success defining your direction and goal clarity
Establishing a sense of urgency
Evaluating Organisational Readiness for Change
Data Use and Information Management
The Culture Challenge
Strategic Development and Change Methods
What does the future look like?
Looking for short term gains
Feel the benefits - create addiction and enthusiasm
Aligning the organization s culture with its strategy for success
Understand the impact that management style has on strategic implementation,
Control the factors which influence employees beliefs about what success is, and create positive pathways
Understand the use of power and influence in the organisation, and who possesses it
Act on all of the above factors instead of considering them to be absolute
Day Two
People Centered Change Methods
Creating and communicating an energizing Vision for the organisation
Sell value, benefits and feasibility
Define success - identify the critical success factors underpinning the strategy, and the performance indicators that will be used to track progress
Providing direction, involvement and commitment through clear steps and signposts that indicate how success is going to be achieved
Communicating the critical success strategies which deliver the strategy
What do these strategies mean for what people do?
Ensure that the targets set for departments and individuals, address the factors critical to success and not other agendas set by habit and cultural barriers
Identify the gaps between current capability and future critical success factors and act on the implications to enable people to be deployed according to their capacity
Apply the principles of project management to people issues and policies, ensure accountabilities, achievable targets, timelines and monitoring of delivery
Ensure accountability from those involved in the process
Listen actively to those tasked with implementation, and ensure that their concerns and requirements are understood and addressed
Establish a no blame culture - learn from each other, value contribution from subordinates, view mistakes as learning opportunities
Who should attend?
Team leaders and managers required to lead staff through change programmes