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Dealing With Change
Managers are often just as stressed as employees by the rigors of
change and don't always have the time or the skills necessary to
anticipate all of their employees' emotional and professional needs.
So, too often, employees feel resentful, confused, fearful, or
resistant – and the change effort stalls.
Dealing with Change offers a proactive, 5-step plan for coping with
the challenges of organizational change. This business simulation
takes a focused, personal, and proactive approach to managing the
emotional side of change, helping employees learn how to regain a
sense of control and turn negative emotions into positive actions.
Learning Outcomes
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Learn 12 actions that will help regain a sense of control
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Discover how to turn negative emotions into constructive action
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Explore the benefits of a proactive approach to change management
Theory
A study of the relevant literature on change management inspired the
model for Dealing with Change. The 5 Steps to Personal Change
Management are based on the actions most often described in the
literature as crucial for employees to take if they want to survive
and thrive during organizational change.
How It Works
Through an introductory scenario, participants imagine that they are
in the midst of a difficult and frustrating change initiative. Then
they rank order a list of 12 action items that will help them to
participate positively in the change effort. Participants compare
their scores to the expert ranking and discover how well they are
managing change. Finally, an easy-to-learn, 5-step plan shows them
how to transfer the learning back on the job.
Uses for Dealing with Change
Dealing with Change is effective when used as a stand-alone resource
or as part of a larger change management program. Use Dealing with
Change:
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Before an organizational change effort is launched
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To surface issues and concerns that are causing problems in the
midst of change
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As a discussion starter
What to Order/Product Contents
Order one Facilitator Guide per facilitator and one Participant
Guide per participant.
Facilitator Guide includes:
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Administrative guidelines
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Theoretical background
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Change-related scenario
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5 Steps to Personal Change Management
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Ranking and rationale for the 12 change-management actions
Participant Guide includes:
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Change-related scenario
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Pressure-sensitive response form
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