When
to consider change management training?
- Major changes are coming and you want to reduce misunderstanding and resistance
- An acquisition or merger is under way and you want to manage the process proactively
- Middle management does not "translate" the change into daily behaviors and priorities
- Layoffs, mergers, or changes in roles are expected, and risks to trust need to be managed carefully
If you recognize one or more of these signals, let’s talk.
How we can help you manage change
Training for senior leaders and managers can cover:
Leading change
Steps in the change management process
Managing a transition to a new stable state versus managing constant change
Involving people—why it matters and how to do it
Understanding resistance—to change in general, to the way it is implemented, or to the specific change itself
Readiness for change – a combination of commitment to the change and change efficacy. What can leaders do to influence both?
Communicating the change – key elements of the message and communication plan.
Planning how to lead and communicate a specific upcoming change.
How we work
Step 1
Parameters and goals
We organize an initial meeting with management to define the project goals.
Step 2
Interviews and/or focus groups
We assess needs through interviews and/or focus groups with participants and their managers to understand the specific requirements and challenges of the role.
Step 3
Program
Based on the data, we create the final program, discuss it, and confirm the design with the project owner.
Step 4
Meetings, training, and feedback
We deliver the training sessions.
Step 5
Recommendations
We collect feedback from participants and meet with the project owner to share impressions and recommendations.
Case studies
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FAQ
We recommend starting at the highest management level, giving managers at other levels a clear reference point and a consistent example to follow.
Yes. We create the final program after a needs analysis, interviews, and/or focus groups so that it reflects the organization’s real context, risks, and goals. The work also includes planning how to lead a specific upcoming change.
When participants apply what they learn consistently, the organization can expect clearer management communication, a better understanding of the change, lower resistance, and greater readiness to adapt.
