Most successful leaders feel confident in their strategic planning, project management and performance management abilities, but experience frustration when it comes to realizing the full potential of planned change initiatives in their organizations. This isn’t just because they have high expectations. Research shows that 50-70% of change initiatives fall short of achieving the outcomes identified at the beginning of the change effort. So why do so many brilliant leaders so often experience such a lack of success in managing change? It’s because they rely on their strengths of managing the task-oriented side of strategy, projects and performance and underestimate the importance of the much messier, more emotional and less rational side of change – the people side.

This program equips participants with the fundamental skills and knowledge they need to lead and manage both planned and unexpected change. Regardless of whether they have been instrumental in instigating the change or are themselves struggling to buy into the required changes even as they are expecting to manage others to implement the change, participants will gain perspective on the human side of change that will move both them and their team in the direction the organization needs.

Instructional Objectives:

The following topics will be covered:

Module 1 – Fundamentals of Change Management

  • Fundamentals of change management
  • Types of change
  • Key change management research and models
  • Understanding resistance
  • The barriers to change
  • Key drivers of successful change initiatives
  • Change management roles and who should play them
  • Identify change management issues and opportunities

Module 2 – The Kyosei Thrive Model for Building Thriving, Change-Resilience Cultures

  • Overview of the Kyosei Thrive Model for personal and organizational change
  • Developing a fertile change culture
  • The intersection of employee performance, engagement, resilience and change
  • The role of communication, emotional intelligence, trust and teamwork in thriving on change

Module 3 – Personal Strategies for Managing Change

  • How to use the Kyosei Thrive Model for assessing change readiness
  • Assess what stage of change you are in and identifying if it varies in different functional areas
  • Identify personal strategies for thriving during change
  • Develop your personal action plan

Module 4 – Evaluate the Change Impact

  • Articulate the change
  • Identify the purpose and benefits of the change
  • Identify the consequences of not changing
  • Identify all stakeholders and how the change will impact them

Module 5 – Evaluate Organizational (and Individual) Readiness

  • Tools to evaluate how your team/organization stacks up against critical success factors for change
  • Assess the change readiness of individuals
  • Assess the change readiness of stakeholder groups
  • Identify key opportunities and priorities to enhance change readiness
  • Increasing change readiness with a planned change vs. an unexpected change

Module 6 – Formulate Your Change Management Strategy

  • Develop a business case for change
  • Characteristics of an effective vision
  • Identify success criteria
  • Clarify change roles
  • Identify change resources (or lack of them)
  • Communicate your strategy
  • Get input from key change sponsors and agents

Module 7 – Develop Your Change Management Plan

  • Project management and change management roles
  • Essential elements of a change management plan
  • Scaling your change management plan to suit the size of your organization

Module 8 – Implement Your Plan

  • Methods for communicating the change vision
  • Tools for managing resistance
  • Strategies for involving people in the change effort
  • Agile planning and project management foundations
  • Setting concrete and realistic goals
  • Celebrating small successes

Module 9 – Adjust Your Plan

  • Adjust your plan as you go
  • Methods of evaluating success
  • Keeping your finger on the pulse
  • Involve stakeholders in adjusting the plan

Module 10 – Sustain the Change

  • Challenges with sustaining change
  • Sustaining vs. amplifying change
  • Change and learning
  • The leader’s role in sustaining change
  • Tools for sustaining change
  • Create an action plan to sustain and amplify change

Measurable Learning Outcomes:

By the end of the training participants will:

  • Understand the stages people go through in dealing with change and transition and the needs associated with these stages
  • Be able to identify what stage their team members (and themselves) are at based on the emotions and behavior they are seeing
  • Identify the specific actions they can take as leaders to help their team learn to thrive during both large and small changes rather than getting stuck in resistance or creating chaos
  • Identify the key leverage points for managing their own stress and enhancing their ability to thrive during change
  • Clearly articulate a change vision, change management strategy and change management plan for a change initiative they are working on
  • Have tools for implementing and adjusting their change plan
  • Be prepared to sustain and amplify the change once initial change goals are achieved
  • Be able to more effectively initiate, plan, implement and manage change for themselves, their team and/or the organization

Note: Each module as outlined is delivered as one full day training when delivered live. When delivered via Zoom, a flipped classroom approach is used that requires participants to engage with key content prior to the sessions so that live Zoom sessions can be kept to half-days.  Contact us about creating customized individual or small group training versions for senior leaders that select the change management tools and models that are best suited to the individual participant, their organization and/or the change initiative they are implementing. If you are a small business owners or entrepreneur, please check out our Managing Change for Small Business program which is customized for your needs.