LEADING AND MANAGING CHANGE
“…provides a process for understanding change and transition and what people should know about and do with regard to the process of making change happen…”
Leading and managing change has never been more important to maintain growth. Failure to manage change transitions can disrupt organizations growth plan.
One of the top three critical skills for 21st century leaders is leading and managing change.
In 2009 researchers found that as high as 70 percent of all change initiatives fail or get derailed. “It has never been more important to ensure changes intended to maintain growth and expansion are properly managed,” say the researchers. “If change is mis-handled, the outcomes can be disruptive at best, and disastrous at worst. In some cases, failed change efforts will lead to even more serious trouble, as productivity, morale, and money are wasted on lost causes.”
Change is the one constant in organizations today. Change is no longer an event, but a way of life. Change is driven by numerous factors – sophisticated customers demanding more, better, faster, cheaper; rapidly developing technology; challenging economic environment; the global competitive marketplace; and increased demands from knowledge workers for opportunity, career development, and work/life balance.
Leaders are responsible for facilitating change – initiating (leading) change, managing it, responding to it, helping others learn to adapt, and dealing with its effect on people and their performance. John Kotter maintains that many transformation efforts fail because leaders typically fail to acknowledge to their groups that large-scale change takes a lot of time, effort, and patience.
It also takes skills. When leaders learn to improve their own flexibility, and then to anticipate, plan, engage others, and manage the impact of change, they will seek out opportunities to bring about positive change. Skilled change leaders bring the following benefits to your organization:
Managers at all levels, as well as employees play a pivotal role as change agents within their organization, hence, the need to be equipped with the skills needed to lead and manage change.
This training on leading and managing change offers valuable insights, frameworks, models, and perspectives that you can apply immediately, and examine the factors that stall promising change initiatives as well as the strategies that can make them more successful.
LEARNER’S LEARNING OUTCOME
This course provides a process for understanding change and transition and what people should know about and do with regard to the process of making change happen.
At the end of the course, participants should be able to:
- Explain the peculiarities of the new organization.
- Identify indicators of organizational change: Business Process, organizational structure,
- Differentiate between evolutionary change and revolutionary change
- Articulate a change vision and build an approach for identifying and influencing key stakeholders
- Develop an action plan for introducing change in your own work setting
- Identify strategies for encouraging divergent thinking within your team
- Identify ways of fostering a culture of innovation
- Build a shared vision of success and organizational change initiatives.
- Help themselves and others through a major change
- Differentiate between change and transition
- Recognize and minimize resistance to change
- Explain Theories of change management.
- Deploy innovative strategies to engage teams during change
- Produce a plan to manage an organizational change process using best practices, including Kotter’s 8 steps, for managing change
- Apply effective organizational change management strategies for planned and emergent change
- Identify and involve key stakeholders to produce positive results
- Produce an effective communication plan to increase motivation and overcome resistance to organizational change
- Prepare key tools and templates to support organizational change initiatives
- Identify quick wins to build and sustain momentum for organizational change
- Predict and mitigate risks related to organizational change program success
- Examine methods to reduce time and costs to effect organizational change with longer-lasting results
COURSE CONTENT
- New Organization: Uniqueness and peculiarities.
- Organizational Change Inidicators and Drivers
- Organizational Development Interventions
- Change management: An Holistic Approach The transition process
- Understanding the roadblocks and Resistance to change Innovation through strategy and execution
- Diagnosis and implementation of culture change
- Crafting the right leadership style for Change
- Approach to change initiative and change Metaphor
- Effective stakeholders and communication management during Change
- Getting your team buy in to organizational change
- Performance Management During Rapid Change
COURSE METHODOLOGY
- Formal lectures
- Case studies
- Group exercises
- Experience sharing
- Role Playing
BENEFITS
- Long term financial sustainability
- Improved gross profit margin
- Efficient utilization of resources
- Improved accountability to stakeholders
- Improved relationship with funding agencies, partners, and beneficiaries
WHO CAN ATTEND THE TRAINING?
Supervisors, Leaders and managers of profit and non-profit organizations responsible or involved in the strategic management of an organization, with no financial background
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WHERE WE ARE HEADED
Our Vision
To become the leading provider of training & consulting services in Africa.
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- 09090011107. 09090011108
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About Us
Kaizen Blitz is a management training and consulting firm providing cutting edge solutions to address some of the most complex challenges facing businesses at majorly three levels- Individuals, Teams and Organizational.
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