Imagine, after all the planning and effort, between 70-80% of all change initiatives fail! How does this happen? Picture your organization shaped like a giant funnel. Top management will be the skinny tip at one end. The folks at the other end, which are the bulk of your organization’s employees, will either help the change succeed, or they will create such resistance that it will fail. You can visualize how easy it is for that number of people to gain momentum for one direction or the other.
To develop momentum at the front end, team leaders will draw heavily on the skills they learned in the two foundational modules in the Leadership Essential Series, skills such as listening, encouraging team members participation, creating clear concise messages and managing non-verbal behavior. This course will help supervisors realize that resistance is normal and it is on the path to accepting the change. Team leaders practice having change conversations and working with resistance while developing the skills that will help their teams embrace change.
- Delivery Methods: Classroom, online or blended
Timing: 4 hours and 45 minutes including 30 minutes of suggested breaks.
- Custom Versions: Office, Industrial and Healthcare included in each facilitator kit.
- Class Size: 8-21
- College Credit: All of Vital Learnings courses are pre-approved for college level credit.
- Online Timing: on average, learners spend 60 minutes
- LMS: All courses are SCORM compliant. Hosted through your LMS or ours
- Intended audience: First line supervisors, team leaders, managers
- Reinforcement: two kinds are build into each module
- Certification: There is no requirement.
- Train-the-trainer: on-demand TTT’s available for all modules
- Understand the phases of change and what to expect in each phase.
- Identify the common reactions to change and strategies to best handle each type of reaction.
- Involve team members in the change initiative by promoting their understanding and ownership of the change and its benefits.
- Ensure that you have addressed team member concerns, questions and reactions to change.
- Use the Supporting Change Skill Points to plan and conduct a meeting with your team member.
- Open: Provide background and information about the change.
- Clarify: Detail how the change will affect the team member.
- Seek/Share: Solicit questions, concerns, and reactions to the change.
- Agree: Agree on support and resources required to implement the change.
- Close: Summarize and express appreciation for the team member’s help to support the change.
For the Facilitator
For the Participant
- Facilitator kits- everything needed to facilitate this course
- On-demand train-the-trainer with tips, best practices, enhancements and alternate ways to deliver activities
- Facilitator level access to the Vital Hub- jogger card templates, trouble shooting guides, pre-course sample letter template, reinforcement sample letter template, access to the various versions of video, and more.
- Participant workbook – in digital or print versions
- 48 Hour reinforcement tool – reinforces what’s been learned in first 48 hours following training
- Vital Boost- six weeks of reinforcement questions with a leaderboard to compare scores
- Participant level access to tools in the Vital Hub such as reproducible worksheets to put what has been learned into practice and trouble shooting guides, other job aids, and more.
- Brand new team leader or supervisor, or lower level manager.
- Team leaders, supervisors, managers who have missed basic supervisory training along the way.
- Team leaders who are experience frequent turnover, conflict on their teams, lawsuits, or any issues that requires them to call upon HR to their team.
- A great number of issues team leaders bring to HR are due to a lack of basic supervisory skills. If you want to reduce the time HR is spending doing the work of the supervisor, the Leadership Essential Series is a perfect choice.
- If your organization has previously introduced DiSC to supervisors, it can become a thread through these courses. It can also be brought into the skill practice in each course.
Skill Practice – “Skill Practice #2”
- Add a layer of complication by assigning DiSC profiles and asking the team leader to keep the profile of the team member in mind during the discussion. During the debrief, discuss how the DiSC profile of the team member impacts how the team member approaches the discussion.
How will the “Supporting Change” help our organization?
Quantifying all the costs associated with a failed change initiative could be hard to do.
- The loss of opportunity that the change could bring.
- The loss of all the time in planning, researching and attempting to implement
- The loss of relationships that were casualties of this failed effort
- The loss of confidence in those folks who were tasked with getting it done
- The loss of confidence when the next really brilliant idea presents itself
- The cost of being left behind in the technology curve
- There are losses that we do cannot even imagine.
Supporting change can help an organization avoid the impact of failed change initiatives.
- Open the course
- Introductory change activity
- The 8 common reactions to change
- 3 phases of change
- Handling reactions to change
- Supporting Change strategies
- Resistance to change scenarios
- Introduction to the skill points
- What would you say?
- Overcoming obsticals
- Introduce positive model
- Positive model video
- Skill Practice #1 Preparation
- Skill Practice #1 Coaching
- Skill Practice #1
- Skill Practice #1 Feedback
- Skill Practice #2 Preparation & Coaching
- Skill Practice #2
- Skill Practice #2 Feedback
- Skill practice debrief
- 48 hour reinforcement
- Vital Boost
- Review achievement path
- Close the class