Go beyond the common “changea Understand what truly drives resistance to change, and how leaders can overcome it effectively. management” tools and understand what drives change resistance, and overcome it.
Even in the best of times, change is difficult. When new initiatives are proposed, leaders often struggle with resistance (and sometimes outright sabotage). But if the proper steps are taken, and the right mindset is established, change can be much smoother and more successful. In this very practical workshop, leaders learn and practice the essential steps for creating the right environment for creating and sustaining that change.
Results / Skills / Analytics
Vision / Strategies / Concepts
Systems / Tools / Practice
Culture / Support / Discussions
Agenda & Activities
Team Change Survey Before the program, each participant will evaluate their team’s responsiveness to change.
Pre-event Consult (30 minutes) The team leader and the facilitator review the group information and align on out- comes to ensure a successful program.
Introduction (5 minutes) Our facilitator welcomes participants and sets expectations for the program.
Intro Challenge (15-30 minutes) A thought-provoking activity that requires ideas and input from the entire group to solve. This gets the group engaged and thinking about what they want to get out of the workshop.
Survey Review (15 minutes) Leaders receive the results of their team change survey. They identify which stage their team is at and what is required of them to take things to the next level.
The Change Compass (15-20 minutes) This is a short, interactive conversation about the critical ingredients of change management, how team members respond to change differently, and how leaders can optimize the change process by better understanding what is happening below the surface.
Leading Change Application Exercises (60 minutes) The group works through exercises on how to apply the leading change model to their specific situation. They will also utilize the whole-brain thinking process to ensure that their plans are well-rounded and optimized for success.
Hot Seat (30-60 minutes) In small groups, each leader presents their diagnosis of the situation and their action plan. Their peers provide valuable feedback and offer insightful suggestions for improving their strategy. Leaders establish accountability systems to ensure follow-through and support.
Final Leadership Challenge (20-30 minutes) In this hands- on challenge, the group experiences their own reactions to change, looks at how they managed their responses, and discusses ways to anticipate and handle reactions to change in the workplace. The specific activity selection is based on group size, time available, and room layout.
Wrap-up (5 minutes) The team shares observations and what they want to focus on going forward.
Post-event Leader Consult (20-30 minutes) The program facilitator will talk with the team leader to share insights and suggestions for maintaining momentum afterward.
Virtual Group Follow-up (45-60 minutes) Approximately one month after the event, your facilitator will host a virtual follow-up session to review key concepts, answer questions, discuss best practices, and assist with creating action plans.