The way changes are handled is often a major cause of resistance among those affected by them. The mistakes are unintentional but real… and avoidable, provided you know what to avoid.
Organizations change constantly. However, for their employees, these transitions take time. How much time can be “lost” before each of them finds their bearings?
How can you handle change better and avoid resistance during the transition? Learn about an approach that will reduce resistance and lost time. And that heals.
Target audience
- Personnel at all levels of the organization.
- Managers required to make or implement change decisions.
- Employees who will have to deal with changes they didn’t initiate.
Advantages for the participants
- Become more able to cope with instability and remain effective.
- Understand why some people react badly to change and how to help them.
- Know what to do and what to avoid at each stage of the change process.
- Anticipate the reactions to change using personality profiles.
Advantages for the employer
- Anticipate actual reaction times; better adhere to project schedules.
- Transform staff resistance into participation.
- Improve collaboration between departments and break down silos.
- Foster greater employee proactivity during transitions.
Themes covered
- The four stages of change: denial, resistance, exploration, renewal.
- Solutions, tools and options for transforming change into momentum and a positive phenomenon.
- The tools needed to understand coworkers’ illogical reactions.
- The different personality profiles and their reactions of flexibility, resistance or rigidity.
- Anticipate the reactions to change… because an ounce of prevention is worth a pound of cure.