DMT Training

Leading People in Change

Beneficiaries of the programme

Supporting business for over 20 years

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.

Programme Overview:

This programme aims to support managers in the people aspect of managing change. The programme also provides leaders with the opportunity to consider practical strategies to ensure a smooth change transition for their team.
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Course outcomes

By the end of the programme, delegates will be able to:
  • Consider the importance of engaging with staff during change to gain buy in
  • Consider the emotional aspects of change and the behaviour that may be demonstrated by team members during the change transition
  • Reflect on own emotions during change and the need to manage these in your leadership role
  • Explore the need to communicate effectively during change to encourage people engagement, give people a voice and an opportunity to identify concerns
  • Identify the key skills and attributes required to manage change effectively and move people forward
  • Consider how to manage resistance
  • Create an action plan to implement your learning in the workplace.

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Feedback Received

” I liked the way you interacted with them, they were all really engaged” – client observer – Government department
I’ve really learned a lot about myself today – client – Asset Management company
“I’ve got a lot to take back that was worth it” – Manager – Insurance Company
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Reliable & Trustworthy

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Delivering Training To Business For 20 Years

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