Change Management

Programme Overview

This 2 day workshop is a must at the start of any major change campaign or for those that require more understanding of how to manage the people side of organisatonal change. Most large change processes involve frustration, resistance, and reduced productivity. This is a natural part of all change processes. Whether a change process is off to a successful start, implementation and anchoring depends on how well managers deal with the human dimension of the change process.

The workshop uses Wallbreakers™ to provide a shared experience that is energising, engaging and fast paced. Wallbreakers™ is a captivating simulation of a change process, that provides managers with a safe forum in which they can try out difficult leadership skills. The focus is on how to motivate employees to take part in the desired change, and how different phases of the change process require different forms of leadership. This rapid change implementation planning and team alignment workshop will ensure  Change Managers / Change Team understand change intensity, prioritising of resources, and handling various personality types and the individual needs among employees.

Programme P.O.S.T.

Purpose

For an individual – to develop your ability to lead organisational change and transform people’s resistance into understanding and acceptance

For a Change Team – to engage, energise and align the team on the change management process and to make a collective breakthrough on change implementation

Outcomes

Individuals will have:

• A deeper understanding of their leadership style in the change process
• Gained insights into the application of change management and enhanced their change management skills
• Understood the impact of change intensity and management decisions on different personality types
• Developed stronger awareness of the actions required to transform people’s resistance to change into understanding and acceptance

In addition, for change teams, you will have:

• Created a common frame of reference and a shared language about change and resistance
• Discussed and captured insights and learnings from the change simulation that relate directly to the change you are working on
• Agreed the precise actions required for effective implementation of your change and determined the appropriate level of intensity and
• Achieved greater team alignment.

This programme can be tailored as a working session for a change team, to deliver more specific outcomes, which can be documented to form a change approach or change plan. Outcomes can include:

• The organisational design principles can be documented based on learnings from the case
• A stakeholder engagement plan can be developed, that considers personality types and levels of resistance
• Communication messages can be documented for different target groups
• A set of expectations of how to work together and support each other can be agreed between sponsors and agents

Structure

• Facilitated simulation, with participants working in groups
• Each group navigates a team of employees through a change process over 3 phases
• Discussion at each of the 3 phases, capturing the application to your change

Timing

2 days 09:00 – 18:00