Change Management Training | Stewart Leadership

CHANGE MANAGEMENT

Change Management Training

Ensure smooth transitions and future success with proper leadership training

Business leaders are experiencing more frequent and intense change in the workplace. Without the proper tools, skills, and mindset, they will quickly fall behind.

Stewart Leadership’s Change Management Training program includes one-on-one coaching, executive team advisement, and a change management workshop. Our change management consultants will work side-by-side with your leadership team to inspire confidence and develop a plan to remain effective amid impending changes.

Stewart Leadership’s Change Management Workshop

Our highly engaging, 1-2 day workshop teaches leaders the five steps that are universal in sustaining change: awareness, desire, new skills, action, and support.

Once your team has established awareness and there’s a desire to change, our change management coaches will work with participants both individually and as a team to develop new skills and identify useful resources to successfully adapt.

After completing the workshop, your leadership team will have a plan of action in place for sustained change. Our consultants will also help participants develop a strategy to encourage continued internal support.

How to Manage Frequent Change in the Workplace

Expectations are high for leaders when it comes to effectively managing change. From establishing a business plan and understanding stakeholder’s impact to developing new skills and tracking the change process, leaders have a lot to juggle.

Even the most experienced change leader needs support in order to communicate the reasons for the change and build a coalition of commitment and support from their team. Our approach to managing change encourages leaders to focus on choice and accountability versus allowing the multitude of change to overwhelm them.

Stewart Leadership uses a four-step prioritization process to manage change:

  1. Compare Importance – When a new change is brought to a leader’s attention, it shouldn’t be automatically assumed the change is important and must be addressed immediately. Instead, leaders must evaluate the impact of the change in comparison to all other priorities and then decide next steps.
  2. Gather Data – Next, leaders must gather data from both internal and external sources in order to fully understand the scope of the change. Those who accept the change at face value without investigating other possible solutions and outcomes are ultimately positioning themselves to fight change instead of embrace it.
  3. Create a Team – Once leaders have done their part, it’s important for them to dedicate a small team to investigate, discuss, and recommend how to look at the change. The team will quickly become subject matter experts. They’ll be responsible for contingency planning and communication by informing others of future direction and prioritization.
  4. Prototype Options – To learn the potential of a particular change, leaders may consider assigning a small amount of capital and resources to enable a test case. The change team established in step 3 can execute quick tests based on informed and prioritized analysis in order to establish a plan with clear contingencies and risk management tactics.

Successful leaders follow a pattern to help prioritize and make sense of change in the workplace. Contact us to establish a plan for managing change in your organization by partnering with one of Stewart Leadership’s change management consultants.

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