Introduction

In his book “Management Challenges for the 21^st Century”, Peter Drucker suggests that to thrive in the new millennium managers need to do more than adapt to change: they need to lead it too.  While our project management training equips managers to lead change in business by implementing new structures or processes and re-tuning old structures processes, we realise that successful change requires managers to focus on the dynamics of personal transition too.

Learning Objective

At the end of this programme participants will understand:

Ÿ  The difference between change and transition

Ÿ  The value of change

Ÿ  Personal attitudes to change

Ÿ  Three processes involved in transition

Ÿ  Managing personal sense of loss and gain during change / transition

Ÿ  Reasons for low commitment to change

Participants will be enabled to:

Ÿ  Build a strong team to implement the change

Ÿ  Communicate to ensure successful change

Ÿ  Integrate the dynamics of personal transition in their project management process

Programme Content & Format  

Workshop 1

Ÿ  Understanding Group/ Team Dynamics

Ÿ  Understanding team roles

Ÿ  Deciding on team size

Ÿ  Understanding and supporting the team through the stages of team evolution

Ÿ  Setting up the team

Ÿ  The role of the team in embracing change

Workshop 2

Ÿ  Understanding your personal attitude to change and how this impacts others on your team

Ÿ  Identify typical responses to change and your role in assisting employees to move beyond their resistance

Ÿ  Building commitment to change

Ÿ  Understand the new communication style

Ÿ  Plan an approach to implementing change that addresses key people issues – Awareness, Desire, Knowledge, Ability and Reinforcement

Ÿ  Plan a communication strategy that includes all stakeholders in relevant meaningful communication