Change is a process of transformation, transition, or substitution that can lead to more effective, efficient, and productive ways of achieving personal, team, and organisational goals. Although change has always been a constant in life, technology and AI have accelerated the pace and frequency of change, which can leave people feeling left behind and result in initiatives failing through a lack of support. This failure can lead to decreased productivity, concern for those involved, and ultimately, a distraction from the process. However, successful change initiatives understand the importance of considering the differing needs of those involved in the process and anticipate how they might react. By engaging, motivating, and involving people and teams in the process, change can be achieved successfully with everyone onboard.
We do not improve by chance, we improve by change
70%
of change programmes fail to achieve their goals, largely due to employee resistance and lack of management support. *McKinsey
Who is it for: Leaders and teams who are anticipating or undergoing change
During this programme your team will explore...
The Brain on Change: Change starts at the core of our being, with the way we are wired and our natural tendency towards the familiar. By taking a scientific approach to understanding our biological response to change, we can provide delegates with solid, evidence-based knowledge to help them grasp why change can be difficult.
Behaviour and Change: By using the Insights Discovery colour model of behaviour, participants will delve into their go-to reactions towards change and how it affects their behaviour. This understanding can lead to greater awareness and improved ability to handle change. Combined with the psychological process of change, individuals can learn to shift their mindset and emotions towards seeing opportunities, instead of dwelling on the potential negative impacts.
Change Management Process: A simple four-stage framework that helps map out how the people-element of a change initiative should be approached, giving those driving the change a structure that meets people's needs, and the individual contributor a benchmark of expectations or where they might expect to find the discomfort if needs cannot be met.
Leading, and Leaning into Change: Peer coaching and group activity to establish personal, team or organisational objectives to become more change-ready in the contemporary business working environment.
Impact:
A greater appetite for personal and professional change
Better people management before, during and after change
An understanding of how different people engage with change
A more positive approach to change initiatives
Increased engagement during times of change
Improved communication throughout the process
Duration: This is a flexible subject that lends itself equally to bite-size masterclasses, or it can become part of a larger programme to support organisational change
Delivered: Virtually or face to face
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