Change Management

Why change?

• Why change is necessary in today’s environment
• Why challenging the status quo is important

The manager’s / leader’s role in change

• Managing change
• Initiating change
• Consequences of not changing
• ‘Marginal gains’ – the value of continuous improvement
• How managers can encourage their teams to create a culture where change is seen as positive

Barriers to change

• Most people find change challenging when they have limited control over it
• The challenges of ‘top-down’ change
• What neuroscience tells us about change
• Using the Kübler-Ross change curve
  • Shock
  • Denial
  • Frustration
  • Depression
  • Experiment
  • Decision
  • Integration
• Knowing how to handle your/others’ emotions
• The ‘raise it >feel it >talk about it >let it go >move on’ model

Using John Kotter’s 8-step model for leading and managing change

• Create urgency
• Form a powerful coalition
• Create a vision for change
• Communicate the vision
• Remove obstacles
• Create quick wins
• Build on the change
• Make it stick

Communicating change

• Being prepared for dealing with the five questions people have about change
  • Why is it necessary
  • What is it?
  • What will it look like when we get there?
  • How will we get there?
  • What’s my role now, during and at the end?
• Communicating a change message – dos and don’ts

Actions and next steps

• Review
• Personal action planning
• Next steps