Leaders play a critical role in cultural-change efforts. They are responsible for leading their people through the transformation, overcoming the resistances, and implementing the organization’s change strategy. In order to achieve this they need heightened people-leadership skills combined with a strong understanding of change management.
LEADING PEOPLE THROUGH CULTURAL CHANGE
This program develops the motivation and competencies leaders need to implement the organization's change strategy, lead their teams through change, and overcome resistances to change.
For all leaders in the organization who lead people
For the Organization
Develop organizational capability to implement change
Obtain the buy-in and engagement effort from a majority of leaders
Inject positive energy and motivation into the organization
Break through the initial wall of resistance
Begin the process of transforming managers into leaders
Provide the foundation for the 3x3 coaching system
For the Team Leader
Learn state-of-the art methods for implementing the organization’s change strategy
Learn how to lead teams through change and overcome common resistances
Develop a toolbox of leadership skills
Increase confidence and effectiveness in handling difficult situations
Increase the performance of the team
When to Use
To launch the transformation phase of the change effort. Ideally, these training programs should be delivered in waves about 3-6 weeks apart.
Review the Change Strategy and Roadmap
Participants are presented with the details of the organization’s change strategy, the role they will play, and the support they will receive.
Participants are introduced to a practical method for implementing change that can be applied immediately to implement the organization’s change strategy, to lead their teams through change, and to create the desired culture.
Develop Leadership and Change Agent Skills
Participants develop simple and practical leadership and change agent skills that can be applied the next day. When a participant believes that they have changed; that they have acquired new skills, tools, and improved their effectiveness as a leader, it is natural for them to believe that they can change their situation once back at the organization.
Ventilate Emotional Frustration
It is not uncommon for participants to come to the program with pent-up emotions that must be ventilated before they are capable of truly listening. Depending on the quantity of pent up emotions, a portion of the program may be dedicated to handling emotional frustrations. Often participants need to understand how specific inhibitors will be eliminated before they can believe in and buy into the change effort.
Principles for Changing Behavior
Participants learn principles and methods for changing their own behavior and how to coach their team members in implementing personal change.
Create a Personalized Development Plan
When discussing what behaviors need to be changed, most people believe that if “OTHERS” change their behaviors, the desired change will take place. It is essential to transform this “finger pointing” mindset to a personal commitment to change. This change is solidified with the creation of a personalized action plan.
Participants receive feedback from the coaches and receive a one-to-one coaching session to ensure they understand their 360˚ feedback and how to improve their targeted development areas.
Q&A Session + Dinner with Top Leaders
On the third day of the program, the top leaders will conduct a Q&A session and follow it up with a dinner with participants. These conversations allow participants to determine the real commitment and alignment of the top team to the change effort.