Change Management Training | Behavioral Change Training
Organizations change for a number of different reasons like Crisis, Performance Gaps, New Technology, New Opportunities, Uncertain Market Conditions, Customers, Competition, Changing regulations, Merger and Acquisitions.
Change Management Training is required both for improving organisations effectiveness and for Organisational Survival. The need for Change management Training is an important aspect for adapting with ongoing change, handling uncertainties and competitive threats.
While Change Management Strategies and Processes identify the need for change and ways to implement change. The most challenging aspect of change is usually the Change in Human Behavior and the readiness of the leadership teams to become change agents and drive change across the organisation over a period of time.
Change Management Training is required both for improving organisations effectiveness and for Organisational Survival. The need for Change management Training is an important aspect for adapting with ongoing change, handling uncertainties and competitive threats.
While Change Management Strategies and Processes identify the need for change and ways to implement change. The most challenging aspect of change is usually the Change in Human Behavior and the readiness of the leadership teams to become change agents and drive change across the organisation over a period of time.
Resistance to Change
Organisations that go through change have to often deal with resistance to change. There are Several reasons for resistance to change and if properly understood, effective steps can be taken. The advantage of simulating change via experiential learning actvities brings out these unknown and hidden aspects of resistance to awareness and invite steps to deal with them.
Some of the common behaviors around resistance to change are
1) Lack of involvement,
2) Perceiving change as imposed
3) Indifference of Top Management
4) Vested Interests
5) Complacency and Inertia
6) Different Kind of Fears
Resistance to change can be simulated through well thought of change management experiential learning actvities where awareness is heightened on the behaviors through experience and reflection, coping mechanism, new behaviors and processes are discussed in the debriefing phase and action plans adopted to deal with resistance to change at the work place
1) Lack of involvement,
2) Perceiving change as imposed
3) Indifference of Top Management
4) Vested Interests
5) Complacency and Inertia
6) Different Kind of Fears
- Large scale disturbance,
- Inadequate Resources,
- Obsolescence and Inadequate Skills,
- Loss of Position and Power,
- Overload of work,
- Uncertainty of outcomes.
Resistance to change can be simulated through well thought of change management experiential learning actvities where awareness is heightened on the behaviors through experience and reflection, coping mechanism, new behaviors and processes are discussed in the debriefing phase and action plans adopted to deal with resistance to change at the work place
Change Management Training - Learning Process
The Change Management Training programs are based on expereintial learning and utilize real time simulations to test the readiness, obstacles and drive for change by letting the participants experience change through experiential group actvities.
The Change Management Training focuses on applying the principles of change management through experiential learning, and motivating participants to experience, reflect and learn crucial change lessons that can be applied back at the workplace in areas of change strategy, change processes, leadership and change drive.
The Change Management Training focuses on applying the principles of change management through experiential learning, and motivating participants to experience, reflect and learn crucial change lessons that can be applied back at the workplace in areas of change strategy, change processes, leadership and change drive.
The success of change management process largely depends upon effective planning, establishing of objectives, communication of objectives to the people involved in it and establishing of the required framework to deliver the expected goals or outcomes.
Leaders learn better if they analyse change in a safe outbound learning environment. This helps them to determine what, how and why their actions result in success or failure.
The Change Management Activities take place in real time, there is no ambiguity about success and failure, and the participants receive immediate feedback about the efficacy of their actions. The facilitators observes the behavior patterns and brings awareness to the behaviors of the participants towards change through reflection and debriefing process.
This retrospective or reflective learning is effective when leaders go through an experience, reflect and learn in a safe learning environment and apply the learning successfully in the future.
Leaders learn better if they analyse change in a safe outbound learning environment. This helps them to determine what, how and why their actions result in success or failure.
The Change Management Activities take place in real time, there is no ambiguity about success and failure, and the participants receive immediate feedback about the efficacy of their actions. The facilitators observes the behavior patterns and brings awareness to the behaviors of the participants towards change through reflection and debriefing process.
This retrospective or reflective learning is effective when leaders go through an experience, reflect and learn in a safe learning environment and apply the learning successfully in the future.
Change Management Methodology
Through the experiential learning t games participants learn the basic understandings of change management such as:
- Assess the skills required to act through the change process.
- Develop personal strategies to deal positively with the change
- Develop patterns that help to successfully implement the change
Real Time Learning
Everyone involved in the learning simulations has to negotiate new situations and respond to change and challenges with which they are unfamiliar.
They have to use personal resources in different ways and adopt new roles strategies and skills, not used in every day life. Given such circumstances, initiative, stamina, fear, self confidence, talents and vulnerabilities emerge that may not have been previously recognised.
Processing the Experience and Transfer of Learning
Through the debriefing session the participants are given the chance to clarify and express what they have experienced.
In addition, at the same time participants listen to the experiences of others and realize that people learn different things from performing the same activities. In the end, the reflections on the differences in perceptions and emotions that are elicited via the games are extremely valuable. They can reflect on how they may use the lessons they learned in their personal and professional lives
Everyone involved in the learning simulations has to negotiate new situations and respond to change and challenges with which they are unfamiliar.
They have to use personal resources in different ways and adopt new roles strategies and skills, not used in every day life. Given such circumstances, initiative, stamina, fear, self confidence, talents and vulnerabilities emerge that may not have been previously recognised.
Processing the Experience and Transfer of Learning
Through the debriefing session the participants are given the chance to clarify and express what they have experienced.
In addition, at the same time participants listen to the experiences of others and realize that people learn different things from performing the same activities. In the end, the reflections on the differences in perceptions and emotions that are elicited via the games are extremely valuable. They can reflect on how they may use the lessons they learned in their personal and professional lives
Design and Content
Our Change Management Programs takes customized approach to its design after assessing the change process, learning objectives and desired outcomes of the specific organisation, industry, team and participants.
Change Management concepts and models, use of metaphors are introduced for discussing strategies and tactics for application back at the work place. The learning is co-created between the participants and the facilitator. An good amount of time is spent in experiencing, reflection and application phases during the facilitator led processing.
Change Management concepts and models, use of metaphors are introduced for discussing strategies and tactics for application back at the work place. The learning is co-created between the participants and the facilitator. An good amount of time is spent in experiencing, reflection and application phases during the facilitator led processing.
Change Management Models
The Design of the Change management models utilizes industry models around change management that become part of the learning and debrief process.
- Change Curve
- ADKAR Change Model
- Kotter’s 8 Step Change Model
- McKinsey 7-S Model
- Lewin’s Change Management Model
Co-Evolving the Change Journey
We are open to a journey of engaging, aligning and co-evolving an inclusive future the fosters growth through our change management facilitation services. We are change model agnostic pro-change and experienced change management and OD experts who co-evolve growth and
Change Management Activities
The Experiential Activities in for change management include a mix of outdoors actvities, team building games, management games, group discussion, role plays, theater, psychometric instruments and case studies that are focused on bringing out behaviors required for change management.
Followup Mentoring & Coaching
Change Management Programs are challenging and require post program Coaching and Mentoring to help the leaders implement the learning and strategies back to the workplace and deal with any setbacks, challenges and obstacles.
Our facilitators offers periodic mentoring and coaching after the program to help the participants implement the learning and change strategies effectively.
Our facilitators offers periodic mentoring and coaching after the program to help the participants implement the learning and change strategies effectively.
Facilitators and Instructors
The Change Management Programs are specially facilitated by senior facilitators with decades of industry experience in a senior management or executive management role and having over a decade of experience in Organisation Development, Training and Facilitation.
The Supporting Instructors are Qualified Outdoor Instructors who are trained to take of safety and risk management to enable usage of adventure and outdoor activities for management development purposes.
The Supporting Instructors are Qualified Outdoor Instructors who are trained to take of safety and risk management to enable usage of adventure and outdoor activities for management development purposes.
Program Duration
Change Management programs require minimum 2 days and upto 5 days of training interventions. The programs are conducted in a residential setting for creating a maximum immersion and impact.
Delivery Locations
We have a outbound training facilities with all proper infrastructure and amenities to and conduct outbound and management development program in the cities of Hyderabad, Bangalore, Chennai, Delhi, Pune, Mumbai and Kolkata
