Purchase any WEBINAR and get
10% Off
CODE: SAVE10
T&C applicable, please referFAQ
Validity : 15th Apr'24 to 25th Apr'24
Make the Most of Organizational Change:How to manage transitions, dynamics and benefits
- Learn about different “change styles”
- Understand the difference between change and transition, and what that can mean in organizations
- Review the five stages of organizational change
- How to plan, communicate and get buy-in for change as well as how to overcome resistance
- How to understand how a change will impact your company from a system’s perspective
- How to assess whether a change has been effective
Overview of the webinar
It’s often cited that 70% of change or transformation initiatives fail (McKinsey, Kotter, Blanchard). Much of the research into these failures points a lack of planning, communication, and recognition of the impact on employees. William Bridges, the author of Transitions and numerous other publications, notes that once leaders announce a change to their organization, they have already spent around six months pondering the change themselves. In other words, they’ve had time to acclimate to the idea of change.
Yet employees often have very little time to acclimate to changes and are expected to immediately begin implementing a new way of operating. Unfortunately, the human psyche doesn’t usually shift that quickly. The expectation of rapid acclimation to and implementation of change causes initiatives to founder decreases productivity and increases employee stress.
Whether a change is planned or results from external pressures, leaders can make the most of the organizational change by planning, communicating more effectively and checking the mindset of those involved in the change. Often those implementing day to day change are far removed from organizational leaders. While leaders may have a mindset that supports the change, those implementing it may not have a commensurate mindset.
During this webinar, participants will learn the typical dynamics of change and how to manage them effectively, how to help employees through transitions with more ease and less stress, and how to turn change into an event that, over time, benefits employees at all levels of the company.
Who should attend?
- Executive Leaders
- Senior Managers
Why should you attend?
Are you planning an organization-wide change? Has a competitor’s success forced your company rebrand or reorganize? Has a key leader departed or planning to depart?
No matter the intention of a change, how that change is managed directly makes an impact on a company’s bottom line. When change isn’t handled skillfully, it wreaks financial and operational havoc, generates more stress, and drops productivity. But when change is managed with skill, planning, and care, it creates an opportunity for organizations to thrive.
When organizations begin to change, their patterns of operation are disrupted. During this disruption, an opportunity exists to plan, communicate and implement with intention and create an entity that functions more effectively. When this happens, change benefits everyone. When patterns of operation are allowed to reconfigure ineffectively, the change founders or fails.
Faculty - Ms.Claudette Rowley
Claudette Rowley, Cultural Brilliance CEO, is a culture design consultant with 20 years of experience in organizational and team development. With her 5-Step Cultural Brilliance methodology, she helps executive leaders retain and increase the value of their business as they merge, transform and scale.
Claudette is an experienced strategist with a knack for building collaborative executive leadership teams to boost business performance and increase employee engagement.
For the last fifteen years, Claudette has consulted, trained and coached executive leaders and management teams at Fortune 1000 companies, small businesses and start-ups around how to create a workplace culture that delivers effective business results. She is the author of Embrace Your Brilliance: How to align yourself with your unique potential and lives in the Boston area with her husband and three teenagers.
Claudette holds a Master of Social Work degree from the University of Michigan, a certification from the Coaches Training Institute, and the Professional Certified Coach credential through the International Coach Federation. She has completed additional training in organizational development, conflict resolution, mediation, the Predictable Success business life cycle model, and relationship systems coaching.