Change Navigation Series: Leading and Managing Change

Change Management Training Programs

“You have become our premier change leadership strategic partner. Your expertise in the human side of change is unparalleled and enabled our company to successfully implement our ERP Solution.”
Ted Ramlet | CIO & SVP  | McKesson

Description:

Developed by Changeworks Global, pioneers and thought leaders in the field of change management over the past 25 years, our Change Navigation Series has three core modules that target skill development for leaders tasked with driving large scale organizational initiatives and individual contributors experiencing change and turbulence.

While each change management training module is customized to the specific needs of an organization, they are all designed from the same underlying change methodologies and frameworks to foster coherence and a common language to get results.

Change Management Training Program Modules:

  • Leading Change
  • Leading Organizational Resiliency
  • Mastering Organizational Resiliency

We continue to evolve new models and methodologies based on changing socioeconomic conditions and factors. Our original model, the Transition Curve, remains a foundational component of our change methodology.

With the introduction of the 5 Lenses of Change Leadership, we honed our focus on the five areas of requisite leadership competence that are required for successful organizational change to occur.

Change Module #1: Leading Change

Description:
Our change management training program, “Leading Change,” is designed for executives, leaders, or managers who must effectively guide others through the process of change.

It is ideal for organizations that are experiencing major or ongoing change and wish to engage and empower their people to get results.

Leading Change is a comprehensive exploration of the critical change leadership skills and tools to garner genuine commitment to change.

Participants use a framework for designing and implementing change initiatives called the 5 Lenses of Change Leadership.  These lenses focus leaders on change through the perspectives of relationships, culture, stakeholders, structure, and information and are directly related to the primary reasons that change efforts fail.

The systemic approach to change management training enables leaders to better guide their group through a transition, avoid unexpected pitfalls, and more quickly realize the business objectives of the change initiative.

Learning Objectives:
Leading Change provides an action-focused orientation for navigating complex change that helps managers gain genuine commitment. The program is especially relevant during times of restructuring, rapid growth, mergers and acquisitions.

Designed to be run between four hours and two days, participants will:

  • Learn to quickly locate others in the individual change process and appropriately intervene.
  • Gain skill at dealing with people’s nonproductive resistance to change.
  • Understand the five key lenses for leading change.
  • Develop an effective communication strategy.
  • Identify key stake holders and build their commitment to change.
  • Define the information and feedback required to measure success at the individual, team, and organizational level.
  • Create an effective action plan for guiding their group / organization through change.

Change Module #2: Leading Organizational Resiliency

Description:
With change a constant in today’s corporate world, even carefully crafted formulas for strategic success are short-lived; competitors are apt to copy them in order to gain an advantage over another organization. Companies need to be proactive through ongoing assessment and readjustment of structures, teams and processes so they can quickly react to the ever changing marketplace.

Today’s leaders understand that to remain competitive they need to be flexible. It is not a matter of fixing something that is not working. They need to be able to re-configure the organization to be ready for unexpected opportunities. This means that they challenge and take advantage of the skills of their workforce and support ongoing learning and development.

Learning Objectives:
This change management training module provides tools for leaders to evaluate their organization in its current state and, if appropriate, reconfigure it to accomplish strategic goals and address the needs of their customers.  The program’s length can be from four hours to a full two days. At the end of the workshop, learners will:

  • Understand organizational design…the ideas and principles behind the theory
  • Evaluate the effectiveness of their current organizational structure
  • Describe and analyze any gaps in the organizational design
  • Be familiar with both process- and structural-based concepts
  • Understand the processes and linkages that support the desired organizational structure
  • Clearly articulate responsibilities, roles and ownership
  • Plan how to implement the changes needed to improve performance management
  • Apply the process of design-change


Change Module #3: Mastering Organizational Resiliency

Description:
Mastering Organizational Resiliency is designed for employees who are living through either major or ongoing change at work.  Workshop participants are introduced to the different stages of change, and then they have opportunities to practice newly learned skills that will help them assess the change and experience it in a more productive and healthy manner.

Models such as the Transition Curve and  the Skill Development Model are taught so participants gain insights into their responses to change and are able to develop actions that will guide them forward. The change models depict the process that everyone follows during change and provide the skills required to navigate change successfully.

Learning Objectives:
This Change Module #3 is designed for individual contributors experiencing change.  The program can run from four hours to a full two days. Program learners will be able to:

  • Understand what drives the organization’s change
  • Identify at which stage they are in the Transition Curve model
  • Recognize and articulate how they feel about the change
  • Relinquish the losses that may be an outcome of change
  • Enlarge their support network
  • Take actions that are within their control
  • Reframe attitudes and beliefs in a way that will support the change
  • Identify personal skills that bring value to the company
  • Design an action plan for moving through the process more speedily

To speak with an LSA Expert and learn about change management training program customization and delivery options onsite at your company, please contact us.

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Specifically, we were pleasantly surprised to find a company that could seamlessly integrate those three components without our folks feeling like the intervention was forced. They understood what we were trying to accomplish, helped us clarify our objectives, create a solid, refreshing approach that quickly got us moving and engaged people at all levels.

As they began to implement, I was thoroughly impressed with how they listened and made adaptations focused on our needs and business objectives. Overall, I couldn’t be happier that we found a partner in LSA.

Doug Hansen
President and Director

Redwood Trust

You have become our premier change leadership strategic partner. Your expertise in the human side of change is unparalleled and enabled our company to successfully implement our ERP Solution.

Ted Ramlet
CIO & SVP

McKesson

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