The structural and procedural aspects of organisational change are relatively easy to manage. The attendant problems, where they occur, are more related to transition; the psychological reactions to change. Most people adapt well to change, eventually. However, there can often be unanticipated reactions which cause disruption. How change and transition are prepared for and managed determines success or failure of any programme of change.
How to Manage Change and Transition helps attendees understand the common responses to change and uncertainty in teams and individuals. Participants will learn how the challenges and pitfalls of change can be anticipated and managed, sensitively and appropriately, to minimise the impact on staff and so reduce disruption and disaffection.
This topic can be prepared for groups of staff, groups of managers, or mixed groups, tailored to respond to the needs of the attendees. The basic content is the same, and groupwork allows the participants to become familiar with some of the skills that can be employed in adapting to change and maintaining personal performance during periods of transition.
In addition to helping their staff to cope with the transition, managers and supervisors must manage their own reactions to changing circumstances at work, adapting their working practices and habits as required. This double burden often produces extra tension and pressure for the managers involved.
Content
- The change cycle and individual reactions to change
- How people’s responses to change vary widely
- Aim is to manage reactions, not stop them
- Emotional responses
- Behavioural responses
- Myths and realities of change
- From change to transition
- The Transition Cycle
- How to can minimise the impact of change
- Seven keys to positive change
- Master your attitude, know your goal
- Plan to use the changes
- Focussing on strengths
- Create the future, not rehash the past
- Five skills that help
- Key steps managers can take
- The importance of listening
- Responding to individual needs
- De-personalising emotional responses
- Follow through, keeping in touch
- Signposting support and resources.
Objectives
Understand the impact of change on individuals
Relate the theory to one’s own situation and reactions
Become more able to manage emotional and other responses
Make transition a constructive phase
Develop skills to help personal resilience.
