Duration: 3 Days
Course Overview
This course will look at two levels of change; change at the level of the individual and the organisation. It will cover the psychology of change, giving attendees a valuable insight into fundamental challenges relating to making change happen and introducing the concept that successful change happens ‘one person at a time’. The course will facilitate an exploration of the kind of environment within which attendees are planning to introduce change as well as introducing and analysing different approaches to change and the wide variety of processes that support them.
How can I attend my course?
COURSE OBJECTIVES
• Increase the understanding of change and the key techniques and tools that are available at Practitioner Level and how to actively apply them
• Identify the current change initiatives facing the organisation and identify the Restraining and Driving Forces for the proposed changes
• Create a high level Change action plan for the organisation that all attendees can have input into with follow up sessions and actions agreed
• If required – Provide on-going support and guidance to the team, for initiating, leading and dealing with the significant challenge of sustaining change
Course Content
Introduction and Focusing on the Individual and Change
•Introduction to change management
– Defining organizational change in the context of Amadeus
– Linking individual, team, organizational and leadership of change
– Creating a change plan that accommodates how different personalities handle change
Team Dynamics for Successful Change
•Team roles and personality types
– Selecting the appropriate leadership style
Organizational Change
• Assessing Organizational Change Readiness
• Preparing the organization for change
– Capturing likelihood of acceptance through change practice models
– Applying the four organizational metaphors to clarify perceptions
– Customizing your change management strategy using metaphors, models and tools
• Measuring progress towards the final change outcome
– Linking measurement to deliverables and the change vision
– Developing a customized measurement methodology for your business unit
Leading Change
• Leadership roles in the change process
– Getting the early steps right
– Adhering to leadership principles
• Selecting a leadership style profile
– Matching leadership style and organizational metaphors
• Modifying your leadership style to the change environment
– Connecting the appropriate leadership style to individual, team and organizational requirements
Further Information:
Creating a high level change action plan
During the course, attendees will create a personal action plan, based on everything covered within the course, which will be focussed on how to move their chosen initiatives forward. These plans will include specific, measurable and relevant steps for both initiating and then sustaining change. Plans will cover all aspects from readiness for change analysis to delivering and embedding change. Emphasis will be made, during the course, on the importance of post-course mutual support and encouragement by attendees.
There will be a focus on the use of a number of key tools/techniques. These will include:
• Organisational Metaphors for checking preconceptions of the change team and cultural approach to change of the organization
• The Change Curve and the Kubler Ross stages
• The Change Formula for assessing change readiness and planning change
• Force Field Analysis for readiness assessment and implementing/sustaining change
• Schein/Lewin 3 step models for embedding change positive behaviours
• Kotter’s 8 step change model as a potential change framework
Suggested Approaches for Achieving Course Success:
Prior to attending the course, attendees will be asked to complete a brief survey capturing the individuals approach to change and any perceived obstacles, to be used as a guide for the content and focus of each course. This will stimulate thinking and hopefully surface any fears that individuals may have as well as understanding what resistance is likely to be faced during the proposed transition.
It is suggested that this course be delivered over three days, with the first day covering current thinking around the leadership of change and those techniques, tools and processes that are widely practiced by change practitioners. During the course, emphasis will be placed on the comparison of both incremental and transformational change approaches and traditional ‘top-down’ led change vs the emerging techniques of ‘bottom-up’ change.
The second and third day will then focus extensively on the ‘how’ of making the change initiatives successful and working together to address fears and concerns and proactively taking ownership of actions, agreeing milestones and creating a high level change plan. These two days will also allow time for coaching of individuals to help them with any specific challenges that they perceive and teaching strategies to help reframe the situation into a positive outcome.
Change is more difficult for some than others and it is important to give delegates time to connect to strategies and internal resources that they may have forgotten that they already have, while also imbedding additional capabilities. The three day approach also allows people to ‘sleep on’ the ideas and strategies presented and to give the subconscious mind time to process all of the information discussed during the facilitated workshop.