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Organizational Change Management
Mergers, acquisitions, and global competition require companies to change quickly and repeatedly; however, employees are often resistant to change. Therefore, organizations that want to attract and retain strategic leaders are rethinking the ways they implement changes.
Companies need executives to be change agents who will plan the direction the organization will take, overcome resistance, give direct reports the help they need, and implement the change initiatives. Only then can the organization enhance motivation and increase productivity by helping individuals champion change that supports a shared vision.
Objectives
- Understand the nature of change.
- Plan the direction it will take.
- Overcome resistance to it.
- Find innovative solutions to complex problems.
Benefits
- Retain top performers, even during times of change, by knowing how to respond to their needs and concerns.
- Discourage negativism and keep productivity high when people are in transition.
- React more quickly to internal and external demands.
- Respond to crisis by learning to see challenges as opportunities.
Process
- Through interviews and pre-work, leaders uncover the challenges posed by significant transition and learn the links between motivation and retention.
- Working together, leaders devise plans to help them help their direct reports navigate the complexities of dramatic change.
- Using a step-by-step approach, executives learn a system for appropriate delegation—behaviors that get results in the short run and build bench strength in the long run.
- Participants practice the GLAD feedback system—the four part process that builds support for change in an environment of trust.