Course Description

 This is a five days advanced management workshop. It focuses on building advanced management skills to deal with and manage change in organizations. Principles of building learning organizations are explored and discussed. Furthermore, the program addresses the various effective techniques of organizational development as well as managing stress. The objectives of the course are:

 ·        Analyze the external and internal forces that create the need for organizational change.

·        Utilize International change model and the systems model of change.

·        Utilize International eight steps for leading organizational change.

·        Demonstrate familiarity with the four identifying characteristics of organizational development (OD).

·        Discuss the 10 reasons employees resist change.

·        Identify alternative strategies for overcoming resistance to change.

·        Identify characteristics of learning organizations.

·        Discuss the process that successful organizations use to build their learning capabilities.

·        Review the reasons organizations naturally resist learning.

·        Understand the new role of leadership in creating learning organizations.

·        Identify the reasons why people resist change

·        Anticipate the various reactions to change

·        Learn the VISAR strategy to reduce change resistors

·        Assess beliefs/practices associated with change

·        Learn the 4 Step Conflict Resolution Model

·        Develop strategies/solutions for "difficult" staff

·        Be assertive versus aggressive

·        Discover the power of positive feedback

·        Change a negative environment into a positive one

·        Identify coping strategies for living with change

Course Objective

 ·       The Importance of Creating and Communicating a Mission

·         How to Establish a Strong Foundation on Beliefs and Values

·         The Characteristics of an Effective Organizational Culture

·         Organizational Alignment

·         Achieving the Accountability Edge

·         The Power of Peopleopoly

·         Recognizing Your Circles of Destiny

·         How to Develop and Utilize an Action Grid

·         How to Build an Empowered Team

·         Balancing Your Service Triangle

Who Should attend?

 Managers and supervisors at different levels of the organization. Additionally, individuals who have primary responsibilities in planning and human resource functions are suitable candidates for the program.

Course Outline

 

The Nature of Change

 

Change is a natural process that can prompt revitalization in individuals and systems. Maturity and full potential can only be realized through a process of development, growth, adjustment, and renewal. Learn to better understand the role of change in everyday life and to find opportunities for making change a positive experience. 

The Effects of Change 

Differences among people and organizations mean that change can have both beneficial and destructive results. While frequently frustrating, change can ensure long-term viability. Learn how to identify and react to the emotional and physical effects of change. 

How People React to Change 

During a period of fast-paced change, people can be categorized according to their willingness to try something new. Learn to identify personal feelings about the changes and to develop strategies for working with all affected individuals. 

Coping with Resistance

 

Resistance is an expected part of the change process. When it is anticipated, it can be managed and its effects minimized. Learn the causes of resistance and how to analyze its unique impact upon each individual. 

The "Self-Talk" of Change 

A person's internal perception of what is happening determines whether or not planned changes will be accepted or rejected. Each person's perspective and opinions help form the total organizational posture toward change. Learn how altering the "self-talk" can alter the outcome, and learn to master techniques which predict internal motivation based upon external cues. 

Change Facilitators

 Specific actions and attitudes on the part of management will change perceptions and speed the staff's acceptance of change. Learn what an organization's decision-makers can do to ease tensions in a changing work environment. 

Implementation Strategies

 A realistic appraisal of change is the first step toward developing a comprehensive implementation plan which must include communications, opportunities for feedback, and a method for modification. Learn how to ensure that everyone fully understands and "buys in" to proposed changes. 

Action Plan

 Any program is only as good as the results it produces. Learn to develop personal action plans which will be used to chart individual actions and results.