- Understand the impact of change on self and others
- Learn how to respond when change is unavoidable
- Supporting a team or group through change
- Make transition a constructive phase
- Develop skills to help personal resilience.
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.
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.
How to Manage Change and Transition helps participants 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 staff and so reduce disruption and disaffection.
- The change cycle and individual reactions to change
- How people’s responses to change vary widely
- Emotional responses
- Behavioural responses
- The Transition Cycle
- Seven keys to positive change
- Three tools for productive transision
- Master your attitude, know your goal
- Structured responses for managing change
- Plan to use the changes
- Five skills that help create the future
- Key steps managers can take
- Proactive steps; using transition for personal growth.