Making Change Work
Does the introduction of anything new bring your people to a grinding halt?

New management ... re-engineering time-honored processes ... new marketing initiatives ... transition to teams..."do more with less"... compensation revamping ... organizational ... restructuring... outsourcing ...

Like it or not, top-down change is here to stay.

You see the status quo crumbling every day as organizations vie for market share, scramble for new customers and strive for improved financials. It's pretty much a fact of corporate fife: Stand still and you perish. Consequently, there's no shortage of good ideas for change.

But once a change gets the go-ahead, what do you do to make it happen?

	How do you deal with employees set in their ways?
	What if you have your own personal reservations?
	How do you rally people around a change that, in their minds, could jeopardize their jobs?
	As a manager, what skills do you need to become an effective "change agent"?

This training will help you understand change and its effect on people ... communicate it better to your people ... and exploit the positive opportunities change usually brings with it. And you'll learn to convert all your hold-outs into partners in progress — and watch productivity soar.

You'll learn how to ...

	Help people be proactive about change — so they feel more ownership, and less "victimized"
	Become the ambassador for progress that upper management expects and your people need
	Deal constructively with resistance, objections, apathy
	Coach those who want to adapt — but don't know how
	Successfully align your team, group or department with your organization's vision and goals

Convince everyone — even your biggest skeptics — that "new" can be "good". Workplace change has the potential to deliver remarkable results, providing you know how to orchestrate it properly.

This training is designed to help you guide your people through ...

	Arrival of new management
	New marketing initiatives
	Transition to teams
	Compensation revamping
	Organizational restructuring
	Outsourcing of in-house functions
	Changeover in benefits providers
	Revisions in corporate mission/vision
	And all other workplace changes, big and small

The sooner your key people learn these change management skills, the better off your organization will be. People will be more receptive to important initiatives ... have less resistance to trying something "different"...and feel more a part of their future than ever before.

Your free course book makes sure none of this training escapes you!
Included in your tuition is a softcover summary of the key points you'll cover throughout the day. It simplifies note taking ... makes following along easy ... and will serve as a trusted "memory jogger" if ever you need it later on.

Program Overview

Making the case for change:   How to explain the "whys" behind change and do it in terms people clearly understand

	"To change or not to change" — ways to drive home the consequences of standing still when others are moving forward
	Using your competition, changing customer needs, market trends and other outside benchmarks to build your best case
	A revealing self-assessment shows how receptive to change you really are
	Are you a "Joiner," "reluctant," "apathetic," or "resister"?
	How to help your people see where on the scale they fit

3 things people need to make them feel included in any change initiative:

1. How to gain "buy-in" and boost morale

	Essential ingredients of any good "vision" statement — what to include, what to leave out
	How to fink corporate goals and mission statements to the groups and individuals who do the work
	Using personal and group vision statements to break down resistance to change
	How to match your communication style to the needs of your listeners (do they want details or just overviews ... are they more interested in talking or listening ... will a one-on-one talk be more effective than a group get-together?) Specific communication tactics to help hold-outs become "joiners"

2. How to "teach old dogs new tricks" (or at least get them to try)

	The best tack to use with the "kicking and screaming" objectors
	"Trading" — how a "you do this for me, I'll do this for you" approach can win over those who are reluctant or apathetic
	How to make people feel they're a part of their own new destiny
	Ways to measure people's progress, make adjustments and keep them motivated throughout their learning curve
	How to build on successes and little victories — and why it's critical you do
	Ways to reinforce the need for change so the right reasons remain foremost in people's minds

3. How to evaluate progress ... and keep moving in the right direction

	Benchmarks that can tell you if the change process is truly working
	How good a leader have you been since the change was first introduced? 8 questions to ask yourself
	When and how to use one-on-one coaching to shore up weak spots
	The pitfalls of declaring "victory" too soon
	5 specific actions that will reinforce current changes and pave the way for future ones
	What you can do to be a better role model and active "sponsor" for change

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