Change is inevitable in any organisation. For some people planned change is a luxury, organisations must respond to urgent unplanned change. An example of this is the rapid change to remote working demonstrated as a result of Covid 19. It is clearly important to put plans and processes in place. However, to omit the people element of change may be a barrier to the effectiveness and speed of change. During change there are often winners and losers. People may perceive themselves to be winners if they achieve a promotion or lose elements of their work package that they dislike. However, people may perceive themselves as losers if they believe that they have lost something as a result of the change. This may be employment, colleagues, a feeling of control or the ability to carry out their tasks easily. This often occurs because people may have to learn new skills or new ways of working. For many teams’ change is a highly emotional time. An effective change leader will support staff and take their needs, questions, and concerns into account. This course of action makes it more likely that a leader takes people with them and gains buy in.
This programme supports managers in supporting their team through change. The programme identifies the need for leaders to demonstrate emotional intelligence and to communicate effectively throughout the change process.
Request a call back from one of our training professionals today