Successfully Managing Change

Change is something that excites people who love opportunities for growth, to see and learn about new things, or who like to shift the status quo. Some changes, however, are harder to adjust to and lead to expressions of resistance and anger. We can take concrete steps to make change more palatable by understanding people’s hesitation, enlisting the help of others, setting up plans, and managing stressors. These steps can also ensure that desired changes are implemented successfully.

In this one-day course, you will learn how to manage and cope with change and how to help those around you, too.

Learning Objectives:

Accept there are no normal or abnormal ways of reacting to change, but that we must start from where we are.
See change not as something to be feared and resisted but as an essential element of the world to be accepted.
Understand that adapting to change is not technical but attitudinal. Change is not an intellectual issue but one that strikes at who you are.
Recognize that before we can embrace the way things will be, we may go through a process of grieving, and of letting go of the way things used to be.
See change as an opportunity for self-motivation and innovation.
Identify strategies for helping change to be accepted and implemented in the workplace.

How Will You Benefit:

Identify different emotional reactions to change, including resistance, anger, and acceptance.
Recall the key steps in managing change effectively in the workplace.
Describe the concept that reactions to change are not abnormal but vary from person to person.
Explain why change should be viewed as an essential and inevitable aspect of life and work.
Apply strategies to facilitate the acceptance and implementation of change in the workplace.
Use attitudinal changes to adapt to new situations, rather than relying solely on intellectual understanding.
Analyze the stages of grief related to change to better understand and support others through transitions.
Evaluate the attitudes and readiness of individuals and teams towards change, identifying potential resistance points.
Develop comprehensive plans that incorporate understanding people’s hesitations and enlist support for change initiatives.
Create opportunities for innovation and self-motivation through change.
Assess the effectiveness of change management strategies in achieving desired outcomes.
Critique ongoing change processes to refine and optimize approaches based on feedback and observed results.