What is Managing Change?
Managing Change is about helping people adapt to changing practices,
processes or environments. There are two approaches to change management.
One revolves around understanding how processes need to be adapted and
how best to do that to create minimum difficulty for an organisation,
the other revolves around understanding how people react to change. My
aim is to help people not only react better to change but to embrace
it and remain committed and motivated during a time of change.
Why does this matter?
Inevitably as an organisation increases in size, the Chief Executive
becomes more removed from the workforce, particularly
when it is increasingly important to determine strategic
direction rather than to oversee the practical application of ideas.
The gap between what is wanted for the organisation and how people 'hear'
what is being wanted of them can result in significant stress.
This is often due to a lack of communication of the vision for the company,
a lack of consideration of the implications of a new vision or a lack
of understanding about what people need to hear as well as the communication
of the vision. Any misunderstanding in these areas can mean reduced productivity,
can lead to an increased turnover of staff, and ultimately have an serious
impact on the bottom line. It is a costly mistake to make.
What do people need?
There are a number of things people need during a time of change. These
form pieces of a jigsaw puzzle and illustrate how, just like the picture
formed from a puzzle, it is only possible to achieve the whole picture
with all the pieces. Missing pieces can be critical to the effective
working of the whole.
Using case studies and interactive exercises, my
workshop on change focuses on how well, or how badly, organisations can implement
change initiatives. There are 12 recommendations to make.
Using the analogy of providing a safety net under someone on a trapeze,
the workshop aims to give people moving from 'A', where the organisation
is now, to 'C', where it wants to go, the courage to travel through 'B'.
Anyone having to move from one place of safety to another is more likely
to make the transition if they can see a large safety net underneath
them.
The analogy is appropriate because any organisation that appropriately
considers the needs of their employees during a time of change is setting
a net to 'catch' uncertain or unhappy individuals rather than letting
them drop. The vision of a safety net is not meant to imply that jobs
are safe in a time of transition, it symbolically represents the time
and effort a company is willing to invest in the commitment and motivation
of its employees.
The ‘Managing Change Effectively' Workshop
The workshop is designed for anyone from Chief Executive to managerial
level within an organisation who is currently, or likely to be, experiencing
change. The workshop is a half-day programme designed to outline quickly
and effectively what employees need to undergo change while stimulating
discussion on the subject of change.
Cost: £750.00 plus expenses and VAT - maximum of 16 delegates
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Change management in companies 
