Effectively Leading Organizational Change

Effectively Leading Organizational Change

This program has been specifically designed for directors, managers, and supervisors of an organization that has recently experienced a layoff. Employees that are spared in the lay-off often face rising workloads, lowered morale, increased anxieties, and illnesses. They are left feeling they should be “grateful” to have a job — organizational psychologists call this “layoff survivor syndrome.” Research conducted found that layoff survivors reported “high levels of distrust and lower levels of motivation and engagement. Absenteeism went up, productivity went down.”

Leaders of your organization may share some of the same fears the employees do. Now is the time for leaders to focus on what they can do, not on what has been lost. They are now faced with a tremendous opportunity: the opportunity to engage the workforce that remains. By seizing this opportunity, leaders will be positioning their teams and your organization for success. By ignoring this opportunity, leaders will be left with a discouraged, disgruntled workforce more concerned about their own personal survival than the organization’s success.

We typically begin this training program with a thorough assessment developed through interviews with management, supervisors, and employees. This helps us gain an inside look at the opportunities and challenges your organization faces as it moves forward. We then process that information to develop a customized program tailored to meet your needs. Our experienced trainers spend as much time researching your organization and tailoring the program to your specific needs as they do presenting the course.

 

Target Audience:

In this program, directors, managers, and supervisors will learn the skills to foster personal motivation and create a positive and motivating workplace environment for others as well as acquire the skills to design and successfully implement organizational change strategies.

Objectives:

  • Dealing with personal and organizational change
  • Why people resist change
  • Typical responses to change
  • What shapes our views toward change?
  • Overcoming the stress and anxiety of change
  • The role of personal empowerment in the change process
  • Aim frame or blame frame…where do I/we go from here?
  • Change starts from the inside out…five keys for dealing with personal and organizational change
  • Designing an Action Plan to successfully deal with change

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