Leading and Managing Change: Key Skills and Techniques For Success
Especially in this post COVID-19 world, organizations will not only face increasing struggles in handling their ongoing and upcoming change initiatives, but now they also need to deal with the forced changes that were introduced by the Pandemic. First and foremost, organizations will need to address the changing landscape of the workplace with a dramatic and permanent increase in remote-work and virtual environments. These changes will introduce challenges including work practices, conditions, communication, technologies, collaboration, and productivity, that will apply downward pressure on performance.While each new workplace disruption comes with its own new set of structures, systems, and processes, leading change successfully is about more than just managing what’s happening that’s just half of the change equation. The other half is leading people through the change, because while processes require management, people require leadershipHow do you improve the odds of success? You need change leaders who can understand and navigate both halves of the change equation: both people and process.Areas CoveredKey foundational change conceptsHow to help employees adapt in changing situationsWays to overcome resistance to changeTools managers may use to effectively enact changePutting together an effective change management planIdentify key stakeholders you need to engage in the change process Build, reinforce, and sustain momentumWho Should AttendNPO Board members, NPO Executive Directors, HR professionals, Managers, Supervisors, Team leadersWhy Should You AttendIt is essential that leaders understand the importance of change leadership; that leadership is leading change. “If you are not leading change, you are not leading anything. You are just managing the status quo.”Too many leaders forget that change is all about people, and we humans don’t change just because we are told to – we only change if we want to. A leader’s job is to help their people to want to change.Topic Background Research tells us that 7 out of 8 change initiatives fail. And the reasons are two-fold – leadership and culture. If you want your next change initiative to be the 1 in 8 that succeeds, you will need to help your leaders address both of these business-critical issues.
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Especially in this post COVID-19 world, organizations will not only face increasing struggles in handling their ongoing and upcoming change initiatives, but now they also need to deal with the forced changes that were introduced by the Pandemic.
First and foremost, organizations will need to address the changing landscape of the workplace with a dramatic and permanent increase in remote-work and virtual environments. These changes will introduce challenges including work practices, conditions, communication, technologies, collaboration, and productivity, that will apply downward pressure on performance.
While each new workplace disruption comes with its own new set of structures, systems, and processes, leading change successfully is about more than just managing what’s happening that’s just half of the change equation. The other half is leading people through the change, because while processes require management, people require leadership
How do you improve the odds of success? You need change leaders who can understand and navigate both halves of the change equation: both people and process.
Areas Covered
- Key foundational change concepts
- How to help employees adapt in changing situations
- Ways to overcome resistance to change
- Tools managers may use to effectively enact change
- Putting together an effective change management plan
- Identify key stakeholders you need to engage in the change process
- Build, reinforce, and sustain momentum
Who Should Attend
NPO Board members, NPO Executive Directors, HR professionals, Managers, Supervisors, Team leaders
Why Should You Attend
It is essential that leaders understand the importance of change leadership; that leadership is leading change. “If you are not leading change, you are not leading anything. You are just managing the status quo.”
Too many leaders forget that change is all about people, and we humans don’t change just because we are told to – we only change if we want to. A leader’s job is to help their people to want to change.
Topic Background
Research tells us that 7 out of 8 change initiatives fail. And the reasons are two-fold – leadership and culture. If you want your next change initiative to be the 1 in 8 that succeeds, you will need to help your leaders address both of these business-critical issues.