What is required to lead your organisation successfully through constant change?

Organisations are facing turbulent and profound changes – and we should not anticipate this situation to change!   Changes take many different forms: Shift in strategy, downsizing, work force reductions, new technology, decentralization, new leadership, changes in the global context all of which mean that people need to develop more resilience.

Whatever the situation, sometimes the particular change is optional, but often, it is unavoidable. In fact, to survive, organisations and individuals need to not only react to changes, they need to embrace it.

In order for an organisation to thrive and grow while introducing changes, leaders need to ensure that:

  • The strategic orientation of the organisation is well articulated, communicated and is understood by all employees.
  • The priorities and the various change initiatives are aligned with and support the strategic orientation.
  • There are clear accountabilities for the various change initiatives
  • Transition related activities are incorporated in the overall plan for the implementation of the changes.
  • There are clear and frequent communications
  • There are various mechanisms to communicate the changes.
  • The necessary support and training is provided to all people affected.

Understanding the Transition or the psychological process people will need to move through.

For a change to actually happen, people must first let go of the old way of doing things, live through a crazy in-between time when they feel confused and frustrated, until they can actually create and identify with a new way of dealing with things. Unless this transition process is handled successfully, all the careful planning in the world will matter little: everything will remain essentially the same. Unless people go through the inner process of transition, people won’t develop the new behaviour and attitudes the change requires.

Our Program

During these 1/2 day or full day sessions, leaders, managers and members of your team will learn how to:

  • identify and recognize the crucial difference between Developing a Strategy, Managing change and Managing the transition
  • assess where people are in the three-phase transition process
  • plan effective strategies to manage the three distinct phases
  • develop an action plan for managing the transition for the actual change initiative
  • apply the seven rules of Transition Management
  • establish effective communications during the transition phases
  • get the most out of the creative chaos

This program will be adapted to suit the needs and specific circumstances of your organisation.  The session will be delivered by Diane Houle-Rutherford.  She has been certified by William Bridges to deliver this program.