Implementing cultural-change requires a balance between the human and technical aspects of change. The change strategy, support structure, and project set-up must have a strong technical foundation. Yet the success of most change efforts is determined by the human components of change, such as: peoples’ resistance, buy-in, motivation, and engagement. This requires an artistic ability to deal with the emotions and inhibitors associated to all cultural-change efforts based on an in-depth understanding of both the human and technical sides of change.
Purpose
This program develops an in-depth understanding of both the human and technical aspects of change and shows you how to combine them to set up robust cultural change projects and successfully lead people and organizations through cultural change.
Results Expected
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Develop an in-depth understanding of cultural change
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Significantly increase the probability of success of your next change project
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Better handle people’s natural resistance to change
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Spend less time and resources firefighting when implementing your change project
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Better identify and remove inhibitors throughout the change process
Who For
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For decision makers responsible for creating the change strategy and project structure
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For top managers who will lead their organization, function or department through change
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For those interested in acquiring an in depth understanding of cultural-change
This Program can be Used to
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Design a tool to measure the progress and success of your cultural-change project
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Create a change strategy that handles both the human and technical sides of change
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Design a platform that can support leaders in implementing your change strategy
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Design a roadmap that can handle the "unexpected" inhibitors of change
When to Use
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Before the management team creates the change strategy and project structure
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To prepare top leaders for leading their organization or function through change
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As a fundamental training for all Change Agents
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As a basic training in change management
Duration
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1 day
INDICATIVE CONTENTS
Leading a Change Effort
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Differences between change management, project management, and cultural change
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Imperatives for implementing change
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Roles and responsibilities of different levels of leaders in managing change
Change Strategy
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Critical components of a change strategy
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How culture can facilitate and inhibit change – the need to manage culture
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Critical components needed to support the change effort
Inhibitors and Resistors of Change
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Different forms of resistance and ways to overcome them
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Common traps, blind spots and derailment factors and review ways to avoid them
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How to overcome the initial wall of inhibitors
Steps for Implementing Change
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Basic steps and sequence for implementing change
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How to manage motivation and momentum throughout the transformation process
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Methods to accelerate the change process
Managing the Transformation Process
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Critical practices for managing people through change
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How to build momentum continuously – ways to create and manage it
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How to measure the progress made
Leading People Through Change
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How to obtain buy-in to a change effort
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Role of coaching in the transformation process
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How habits can facilitate or resist a change effort - how to manage habits