Managing Organizational Change & Growth

Change is inevitable and our emotional reaction to change is real. How we manage and lead through change is a choice and a strategy.  When change occurs we have a choice regarding how we communicate it to others. This choice has a huge influence on where people stay stuck in the change process or if they move through change into a place of Exploration and Investment.

Organizational change is inevitable and constant and it requires each of us to be adaptable and compassionate with ourselves, our peers, our direct reports,
and our leaders as we transform into a larger organization.

This practical, hands-on workshop will provide supervisors and organizational leaders with communication tools to effectively lead through change to support
the growth and success of the organization and its team members.

Objectives: Upon completion of this program, participants will be able to:

  • Identify how major organizational change impacts communication, decision making and roles
  • Learn 3 decision making methods and their impact on engagement during change
  • Identify and apply the elements of mindful communication during change
  • Recognize 3 different phases of change and how to address the emotions in each phase
  • Apply specific communication strategies and rapport building techniques to move people through the Engagement Framework and towards new beginnings and accountability
  • Practice coaching tools and techniques to address a current “real-time” change management issue

Sample Agenda:

  • CHANGE AND GROWTH
    • Defining and acknowledging the change our organization is facing
    • Types of Organizational Change (Developmental vs Transitional vs Transformational)
  • IMPACTS OF TRANSFORMATIONAL CHANGE
    • 3 organizational impacts points when moving from a small to large organization
  • LEADING THROUGH CHANGE
    • Why people fear/resist change and the behaviors that we may see (Fear of failure / Fear of Loss of control / Fear of the unknown / Fear that
      the new way may not be better / Fear of personal impact / Predictability is Comfortable / No obvious need)
    • 3 ways to make decisions and examples of when each strategy is appropriate
    • 3 Emotional Phases of Change (William Bridges mode): Endings / Neutral Zone / New Beginnings
  • ACCIDENTAL VS MINDFUL COMMUNICATION
    • What’s the difference between Accidental vs. Mindful Communication
    • Using Mindful Communication to achieve results & increase engagement

  • RAPPORT BUILDING THROUGH EACH PHASE OF TRANSITION
    • The Importance of having a Feedback Loop throughout the Change Process
    • Identifying where team members are in the Change Process and on the Engagement Framework
    • Applying specific communication strategies and rapport building techniques to move team members through the Engagement Framework and towards
      new beginnings and accountability
  • DEVELOPING YOUR PERSONAL LEADER COMMUNICATION PLAN
    • Scripting for each Phase that you can use as communicators and coaches.
    • What cascading conversations need to be taking place?
    • What big changes are coming that I need to prepare communication for?
    • Map your players, map your frequency, map across teams, map the WHO is responsible for communication
    • Communication linked to purpose

Length:

2 days

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