Managing Change

Course Duration: 2 days

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Most people involved in organizational change experience a kaleidoscope of emotions. Regardless of the reason behind the change, feelings of anger, resentment, anxiety, resistance, sadness and excitement are common at different points in the change process. Feelings of fear often run rampant. 

What makes organizational change so scary for so many people?  What are they afraid of? Some may worry about being seen as incompetent to carry out new tasks, or worse yet, actually being unable to handle it.   These anxieties all stem from a nearly universal fear of the unknown and, for many, turn the change process into a seemingly endless and frightening roller coaster ride.

Many companies fail to successfully implement change because they ignored some of the critical requirements in managing it.

When effecting changes in the organization, managers are dealing with people with mindsets and comfort zones that were built overtime. People tend to resist change because they do not want to step out of these comfort zones--they like to stay in an environment they are comfortable with. There are a number of things that need to be taken in to mind to help people accept and overcome the pain of change. This course aims to equip change managers with the knowledge skills and right mindset in managing change. They will also learn to identify the need for change, and strategize their way to successful change implementation.  It all starts with checking their understanding of their own attitude towards change, recognize which attitudes need adjustment and then learn how to manage the change the organization undertakes. The workshop uses the lessons found in the book “Who Moved My Cheese” by Dr. Spencer Johnson to emphasize on the typical behaviors people exhibit as they face change and what they should do to welcome and experience the benefits of change.

In order to ensure maximum participation and effectiveness, the following methodologies shall be employed:

Experiential learning activities


After the session, the participants are expected to;

  • Describe the nature and concept of the change process and its components.
  • Explain the importance of anticipating and managing change
    Identify effective means in anticipating and managing change   in the workplace.
  • Apply the different approaches in overcoming conflicts and other forms of   resistance to change.
  • Achieve focus and control in managing change    from start up to follow through.
  • Create plans to apply learning to work.

Course Outline

Opening Remarks
House Rules
Leveling of Expectations
Ice Breaker

Telling of “Who Moved My Cheese” A Change fable.
Applying Key “Cheese” Principles
Understanding the dynamics of change
Examining personal and organizational impact of change
Examining the colliding force that affect the status quo and change.

Classifying types of change
Identifying roles in the change process
Focusing on the qualities of a change agent
Accepting responsibility to lead change
Communicating change

Teamwork and Change
Assessing reactions to change
Uncovering manifestations of resistance
Identifying causes of resistance
Dealing with negative reactions
Reviewing ineffective responses to resistance
Focusing on means to overcome resistance

Choosing the success factors for effective change
Identifying reasons why change efforts fail
Guiding your staff to influence change behavior
Leading the change process
Keeping focus during transition
Monitoring effectiveness of the change process
Forward Agenda
Closing activity