Managing Change Competently as Leaders
Leading Your Team Through Change (2 -day program)
About this program
Franklin Roosevelt, the American President once said that it “is a terrible thing to look over your shoulder when you are trying to lead and you find no one there.”
As leaders and managers, have you experience resistance and challenges from your team, despite you have communicated and or, involved your team members in the change journey.
Why do your team members disagreed or resist the changes that are to be implemented? What are the root causes of their resistance towards change and how can you overcome or mitigate such resistance as change leaders and change implementers?
In a global landscape that is VUCA “Volatility, Uncertainty, Complexity, Ambiguity”, organisations and leaders face more complexity, challenges and changes. The COVID 19 pandemic has accelerated the magnitude and the speed of change and digital transformation. The global and external landscape organisation has paved the way for organisation restructuring, job redesign and re-skilling.
Being “future-ready” and “change-ready” in the way we lead and the way we work is a necessity. Leaders have to be proactively lead their teams more effectively through changes so that the teams can thrive in the new operating environment in their organisations.
Objectives
By the end of the program, you will be able to:
- Understand how to manage the types of changes effectively as a leader
- Apply the type of interventions and process needed during the change process
- Plan and implement effective change communication approach
- Manage the emotional and people side of change during change and transition
- Identify and proactively manage the resistance and barriers to change
- Enhance team member’s agility and resilient towards change through a Growth Mindset
- Obtain buy-in, engagement and support from your team members about the change
- Overcome the barriers and resistance to change
- Establish and implement change effectively
Who should attend?
Leaders who are in a position to initiate, plan, implement and sustain changes in the organisation/department/team.
Pre-work
- A pre-program questionnaire for the participants to identify their learning needs, challenges and concerns regarding leading their team through changes.
- Change assignment- Participant will prepare and present a real and important change that they want to work on during this program. It can be a current change or an upcoming change that will impact their team members.
Throughout the program
Using their change initiative that they are designing, planning and implementing, they will apply the concepts in the program through hands -on practice, discussion and presentation.
They may be assigned with a program buddy and they will work in pairs to provide alternate insights, different perspectives, encouragement and support to one another on their learning and change journey.
Organisational changes can bring about positive outcomes in terms of continuous improvement, innovation, success and growth for the individuals. As the future becomes more complex and diverse, Leaders must have the change agility and the ability to inspire, lead and manage change effectively through a “People – centric approach”, so as to achieve the organisation’s Vision, Mission and Values.
Programme duration (2 days)
Outline
Day 1
- Alignment session
- Self-Introduction
- Purpose and outcomes of this program- for the organisation, for yourself as a leader and for your team members
Session 1: The New Operating Environment
- Discover how the Industry 4.0, digital transformation and COVID 19 pandemic can lead to the different types of changes and the impacts to our organisation
- Identify how the leader raise the awareness of their team members to anticipate and adapt the changes so as to achieve organisation’s goals and outcomes
- Understand the importance of personal change agility and development to adapt and ride over the changes successfully
Session 2: Overview of a Change Process
- Understand the role and responsibilities of a leader in implementing, supporting and sustaining the change for the organisation and department
- Understand the three phases of Kurt Lewin’s change model- Unfreeze, Change and Transition and Refreeze and what needs to be done as a change implementer in each phase
- Identify and manage the “Hardware” and “Software” change management
Session 3: Change Alignment (The necessity for change)
- State the rationale and reasons for the changes and link to the organisation’s goals and outcomes
- Craft out a compelling change message to your team members and enhance their understanding and buy in for the change
- Practice Perceptual empathy on how I perceive the change as a team member, my peers (depts/teams that I have to work closely with to implement the change) and my Reporting Officer
Session 4: Enhance Team member’s Motivation to Change
- Identify the types of team member’s resistance towards the change and the reasons against the change from the team member’s perspective and experience
- Use design thinking empathy map to understand on the people impact of the change initiatives ie how the change can affect or impact the team member in terms of thinking, feeling, hearing, saying and doing
- Learn how to decrease the pains and increase the gains of the change for the team member
- List down the intrinsic and extrinsic motivation for the change of your team members
- Review and refine the change message “What’s in it for Me?” to get team member’s buy-in towards the change
- Identify ways to overcome the resistance towards change and provide the necessary support proactively to the team members during the change journey
Day 2
Session 5: Manage Change and Transitions
- Understand the Kubler-Ross Change Curve and the emotions arising from the different phases of a change by a team member
- Anticipate and prepare for the natural reactions and resistance towards the change from the past, present, transition and future
- Manage the kind of stakeholders’ emotions towards the phases of change and lead them towards the changes
- Identify how to enhance the process for employees and team members to bring the best and relevance from the past and present, and bring forward to the future
Session 6: Win the Hearts, Minds & Actions
- Win the hearts, minds and actions of your team members through effective interpersonal relationship
- Apply the different ways of motivating, communicating and collaborating with your team members of different personalities during the change initiatives and change implementation
Session 7: Inculcate a Growth Mindset towards Changes
- Apply the Learned Optimism by Martin Seligman (Adversity-Belief-Consequences) and manage the outcomes from the change
- Reframe the beliefs of a change leader and team member that is impacted by the change from a Fixed Mindset to a Growth Mindset
- Understand the importance of the leader to adopt a growth mindset to help the team to overcome the challenges emerging from the changes
- Enhance the team member’s agility and resilient towards the type of organisational changes
Session 8: Leverage on the Sources of Influence for Change Initiatives
- Apply the various sources of influence to manage and sustain change at personal level social level and structural level
- Prepare out a “People- Centric” action plan to leverage on interpersonal relationship so that the change can be effective and sustainable.
Methodology- Presentation
- Exercises
- Applying the learning and concepts to resolve your current challenges/issues face in leading and managing change
- Case studies
- Discussion
Leaders who are in a position to initiate, plan, implement and sustain changes in the organisation/department/team.
- Certainty useful in my course of work
- Make learning more interactive and interesting
Very experienced and her practical experiences added depth to the program
Jasmine was very principled in her approach to her work, and delivered interventions with enthusiasm and clear passion for impacting positive behaviors and results. She would bring value to any discussion on how to improve the performance of teams and organizations
The workshop is with full score!
