Develop Your Change Management Implementation Plan
Change is the new normal for most organizations and in life. In order for companies to survive and thrive in today’s competitive environment, they will need to change quickly and successfully. Managing change is now a core competency that all leaders are expected to have yet many continue to struggle in making this shift.
Motivating people to change direction, building new strategies, transforming business models, and adopting new ways of collaboration can be challenging.
Research shows that approximately 70% of all change initiatives fail
Change is not the problem – resistance to change is the problem. Be inclusive in your change efforts and involve your team and ask them for solutions vs. forcing change. The majority of change comes from the top down. People are creatures of habit; we become accustomed to doing things a certain way and do not like change. Expecting resistance to change and planning for it from the start will ensure you can effectively manage resistance and objections.
The Leading Through Change workshop focuses on best practices and guiding principles to be successful at leading change management initiatives and strategies. In order to be truly effective in obtaining employee buy-in, we need to target both the emotional and intellectual aspects of our employee’s thinking to impact change or shift in behavior. Employee buy-in is when employees are committed to the mission and goals of the company, and also find satisfaction and enjoyment in their day-to-day work. Buy-in promotes engagement and a willingness to go the extra mile on the job.
During this 3-hour workshop, will we explore why it's important to get people on side, or bought into an idea or change, as they need to be “emotionally connected” or invested in the idea or task at hand. They will also need to understand why an idea or change is important or even critical, as that is how people will either buy-in or resist the idea or change. Successful leaders know how to create trust and engage their people in the idea or change creation process.
Change management doesn’t always have to be difficult; changing the way leaders approach and lead change will make the difference between a successful change initiative or failure.