Understanding Change in the Workplace

Management must not only be ready to change but constantly seeking change. What works today almost certainly will not work tomorrow. What is a good deal today will be too expensive tomorrow. How comfortable is your routine? Just remember it wasn’t raining when Noah built the Ark!

There is often resistance to change. Humans love routines. We seek to create them; we love to talk about them; we use them to control what happens in our lives. Routine gives order and enables us to predict what will happen next. So we tend to dislike change, resist it and avoid it. Therefore an organisation’s people are likely to be the defining factor in whether the transition is successfully carried out. In practice, most organisational transitions don’t wind up being carried out as smoothly or successfully as was originally hoped. This correspondingly indicates that most organisations don’t manage the people side of a change project very well.

Aims

To develop knowledge and understanding of the subject “Understanding Change”

Outcome

Understand change in an organisation.

Objectives

The learner can (in an organisation with which they are familiar):

• Explain the benefits of innovation and change for the organisation
• Identify the barriers to change and innovation in the workplace and explain practical ways of overcoming these barriers
• Explain why communication is important in successful implementation of change
• Explain possible human and financial effects of change upon people, departments and the organisation

Indicative Content

• The benefits of change and the consequences of not changing.
• Direct and indirect aspects of change – human and financial effects upon other people, departments and organisations.
• Ways to organise and co-ordinate resources and activities to achieve planned change
• The role of change in the survival and prosperity of organisations
• Concepts of creativity and innovation and their significance for organisational success and change management
• The role of communication in successful implementation of change
• Barriers to change and innovation – how to identify them and other difficulties in implementing change
• Means of overcoming barriers and difficulties including Kurt Lewin’s unfreezing and freezing techniques, .
• Change fatigue and its adverse effects
• Methods to monitor and control progress of change against plan, including use of Gantt charts, network planning

Planning Change in the Workplace

This looks at areas such as Gantt, SWOT, SMART and PESTLE, continuous improvement & change management, managing human factors, benchmarking for success, objectives, prioritising and monitoring techniques.

Next Steps

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Image courtesy of © 2011 Dan Santillo, www.dansantillo.com

Creating a Space and a Place for Personal and Organisational Development

Multi-award winning Call of the Wild prepare and deliver research based leadership, team and personal development programmes to a range of public and private sector companies across the UK. Our goal is to improve the performance of individuals and organisations. Our expertise lies in creating a space and place where individuals can experience deep and lasting learning which is transferable into the workplace.

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Call of the Wild offer personal and professional development programmes. Our objective is to create powerful learning and development experiences to bridge the gap between potential and high performance for your individuals,  teams and organisations. We seek to unlock that latent potential to allow people to achieve and sustain high performance. Our purpose is to create positive behavioural change within the workplace, which delivers lasting results. A real return on investment. We concentrate on behaviours to facilitate change.

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There’s less chalk and talk from us with a focus on your bottom line. We seek to make a difference in the workplace by measuring outcomes and delivering a return on investment.

Just imagine a workplace where:-

• Leaders and teams share a common vision
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• Individuals are aware of the success factors that create high performing teams

Delivering Maximum Value

We place considerable emphasis on our Corporate Social Responsibilities (CSR). Similalry we are always looking at ways in which greater value can be obtained from our clients invetsment in learning and development programmes. One of our aims is to align programmes with the CSR strategies of clients to attain benefits for the communities within which they operate.

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Image courtesy of © 2011 Dan Santillo, www.dansantillo.com