A Workplace Webinar

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.

All organisations experience periods of change. While adapting their own working practices, supervisors and managers must also assist their direct reports to cope with the transition. Change Management provides participants with the tools to identify common responses to change and uncertainty within their respective teams. Participants will learn how to effectively ensure continued high performance from their employees and teams during times of change and uncertainty while still demonstrating an understanding of and empathy vis-à-vis the impact these changes are having on individuals and their emotional wellbeing, as well as on the overall morale of the team.

Procedure vs transition

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, 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.

This webinar will help attendees understand the common responses to change and uncertainty in teams and individuals. They will learn how the challenges and pitfalls of change can be anticipated and managed, sensitively and appropriately, to minimise the impact on themselves and others, and so reduce disruption and disaffection.

Content

The change cycle and individual reactions to change
How people’s responses to change vary widely
Emotional and behavioural responses
Myths and realities of change
From change to unity; navigating uncertainty
How to can minimise the impact of change
Seven keys to positive change
Master your attitude, know your goals
Engaging with colleagues to minimise uncertainty
Key steps managers can take
Adapting to the new reality culture change
Follow through, keeping in touch
Signposting support and resources (EAP etc).

Objectives

Understand the impact of change on individuals

Recognise and manage one’s own reactions

Know how to avoid the common pitfalls of organisational change

Make transition a constructive phase

Develop skills to help personal resilience.

I’m a psychologist, coach, and therapist. All my work is aimed at enabling people to improve personal aspects of their lives and work.

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"Train your mind to look for your successes. They are happening all the time, you just have to look for them."
"We only develop greater resilience when we are deeply emotionally connected to other people."
"If you think you can, or you think you can't, you're probably right".
"Just because you can, it doesn't mean you should, nor that you have to".
"Simplify your life and work to be content. That will create the space for you to notice the joy. It's always there if you look."
“Personal Change Begins In The Imagination. You Have To Imagine It Before You Can Become It, Whatever ‘It’ Is”