Change Management Program

The Change Management seminar experience is meant to be an interactive experience in a fun, non-threatening atmosphere. The following is an option available to interested groups:

During the afternoon, participants can experientially understand more about Change Management by playing the KnowMe™ game with any number of groups of four to six -- with a debrief exercise after everyone is finished. This highly-interactive game is based on the Disclosure/Feedback model of awareness known as the Johari Window (click to view more about the game), named after Joseph Luft and Harry Ingham. This award-winning game has been used in over 20 countries by a wide range of organizations and is specifically designed for establishing trust and building relationships in the workplace.

BOTTOM LINE BENEFITS

Immediate and Long Lasting

  1. Each participant has a better understanding of his or her personal approach to the change that is occurring in the organization. Different "Change Management" styles are discussed.

  2. Reduction of the potential for conflict or power struggles

     (preventive maintenance vs. crisis management).

  3. Higher morale and greater productivity during change.

  4. Better listening and "dealing-with-self-talk" skills.

  5. Greater sensitivity to work force diversity that can become more apparent during times of change.

  6. Tools for influencing an emotionally safe climate.

  7. Working with change; not against it.

  8. Knowing how to approach different people and situations during change.

  9. Implementation of change in a win/win situation.

 10.Enhancing self-motivated work teams before, during and after change..

 11.What works and what doesn't work in term of motivation.

 12.Dealing more effectively with difficult behavior that can become more apparent during times

        of change.

 13. Learning how to identify and positively address the "how", "what" and "why" issues of change.

 14. Understanding where each person fits into the personal "change process" and how each one

        connects with the organizational issues at hand. What is the "Change Process?"

Determine your Change Management style

PROCEDURE - How you respond to rules set by others

PEOPLE - How you interact and attempt to influence

PROBLEMS - How you approach the benefits and challenges of change

PACE - How fast or slow you respond to new activities

Generic full day version with appropriate breaks

 * Participants share the best part(s) and most challenging aspect(s) of their jobs (if smaller group).

 * Presenter introduces himself and the purpose of the program.

 * Humorous concepts illustrating the reality that people are different; predictably different during

   change.

 * Explore the five contributing factors to personal change management styles:

    i. Heredity ii. Childhood role models iii. Birth order iv. Physical characteristics v. Experiences

 * Understanding the stages of the "Change Process" and also the "Change Cycle."

* Emotional pain -- the great modifier of human behavior.

 * The differences between power and influence during organizational change.

 * Johari Window -- How trust and mutual respect are built up or broken down in an organization.

 * How personal Blind Spots and Mask effect leadership/ followership styles and teamwork during

    organizational change.

 * Peeling the layers of the onion skin to get to the core issues:

    i. Gender issues ii. Cultural diversity iii. Generational influences iv. Professional status

    v. Personality style

 * Administer change management profile material

 * Overview of the universe of the four dominant change management styles and how each style:

    i. Responds to or reacts to emotional pain ii. Seeks to control his or her environment

    iii. Leads and follows iv. Makes decisions v. Communicates vi. Deals with organizational change

   vii. Processes information

 * Three main areas where conflict generally erupts during organizational change, combined with

   concepts for preventive maintenance -- plus skills for managing oppositional behavior after it has

   escalated.

 * In-depth study of each change management style:

    i. Major fears ii. Natural and adaptive styles when confronted by stress or change

    iii. Dynamic drives during change iv. Needs-motivated behavior and communication language

    v. Tools for working effectively with each style

    vi. How personal dominant and sub-dominant styles can compliment vs. cause internal stress

   vii. Drawing the best out of others at work and at home -- lifestyle change

 * Now what do we do with the information?

 * Time for feedback, personal responses to the accuracy of the information, and specific questions.

 * Help to develop action and accountability plans.