Leading Change

Introduction

This one-day workshop enables you to work with the grain of human nature to lead people successfully though change. By understanding and addressing the emotional effects of change you learn how to engage people’s ingenuity and energy in pursuit of change rather than in opposing it, helping your organisation to adapt faster to the demands of a rapidly transforming world.

This workshop was created by Anthony Greenfield, based on his book The 5 Forces of Change, and is designed around group activities and facilitated discussions leading to practical leadership action in the workplace.

Essential Course Information

Why this course?

 

Too often, organisations fail to achieve a return on investment in change. At the heart of the matter is the effect it has on people; the very things that drive them to excel are deeply threatened by change. The good news is that leaders of all kinds can help people overcome their natural aversion to change and harness their energy and enthusiasm to make change work. This course provides leaders with an understanding of the psychological barriers that hold people back and provides them with the tools to overcome them.

 

Is this course for you?

If your team or organisation are approaching a significant change or are in the midst of one, this course helps you to address the human component of change and the emotional responses that all too often undermine it. Leaders at all levels will learn how to make a positive impact on change and to harness the enthusiasm of their teams.

 

What will it give you?

 

By the end of the workshop people learn:

·         Why people struggle with change and how this can undermine its success

·         How to employ The 5 Forces of Change to minimise the frustration associated with change

·         How to apply a practical framework for leading people through change and a simple set of tools and techniques for overcoming barriers to change

·         How to lead people so they make change happen rather than suffering reluctantly through it.

 

 

What is covered?

The workshop follows The 5 Forces of Change – the emotional forces that can undermine or reinforce change:

1. Certainty – the difficulties of uncertainty and how to increase people’s confidence during change
2. Purpose – the impact of vision on people’s willingness to change and how to increase people’s sense of purpose during change
3. Control – how to avoid people feeling like victims of change and how to increase their participation in it
4. Connection – how to help people break old habits and ingrain new ones
5. Success – how to ensure that people remain resilient as they climb the learning curve associated with change rather than reverting back to old ways of working.

The practical actions required to make all of this happen.

 

How is this course delivered?

This workshop can be facilitated in two modes; using a series of short case studies or based on a live change that your organisation is currently engaged in.

Each of The 5 Forces of Change are addressed in turn through group-based activities, videos and debriefing sessions to draw out lessons learned and practical actions to be taken, all of which are documented by each participant according to their own specific needs.

 

Qualifications this course can lead to

 

This workshop is not associated with a qualification.

 

What others have said about this course

“It has provided our managers with crucial competencies they need to bring about our transformational change.”

“Thank you for your valuable contributions to the MBA programme! The 5 Forces of Change were an important element of the entire learning experience.”

“Definitely informative, practical and helpful. Strongly recommended”

 

Embracing Change

Introduction

This highly innovative half-day workshop helps people to engage positively and constructively with change at work. It helps them avoid knee-jerk reactions to change and to step back and make a rational choice about how to respond to it. It equips them with simple techniques for working positively with change and insight into how this will benefit them as well as their organisation.

The workshop was created by Anthony Greenfield, based on his book The 5 Forces of Change, and is designed around videos and activities so that organisations can, if they wish, run it for themselves under license.

Essential Course Information

 

Why this course?

 

Helping people overcome their natural aversion to change is key to the success of any significant project or change initiative. This course provides a common understanding about the psychological barriers that hold people back and provides the tools to overcome them.

 

Is this course for you?

If you or your team are approaching a significant change or are in the midst of one, this course will help you to address the human component of change and the emotional responses that all too often undermine it.

 

What will it give you?

 

By the end of the workshop people learn how to:

·         Minimise the frustration associated with change and increase their drive to make it happen

·         Take control of change by increasing their feelings of certainty, purpose, control, connection and success

·         Apply practical tools and techniques for working positively with change

·         Become more adaptable to change

 

 

What is covered?

The workshop follows The 5 Forces of Change – the emotional forces that can undermine or reinforce change:

6. Certainty – the difficulties of uncertainty and how to increase your confidence during change
7. Purpose – how clarity of vision increases people’s willingness to change and how to increase your sense of purpose during change
8. Control – how to avoid feeling like a victim of change and to become a participant
9. Connection – how to break old habits and ingrain new ones
10. Success – how to remain resilient as you climb the learning curve associated with change.

 

How is this course delivered?

This workshop can be run by an external facilitator or, following training, run under license by one of your in-house facilitators or by a manager for his/her team.

It can be run in two modes; using a series of short case studies or based on a live change that your organisation is currently engaged in.

Each of The 5 Forces of Change are addressed in turn through video, group based activities and debriefing sessions to draw out lessons learned and practical actions to be taken, all of which are documented by each participant according to their own specific needs.

 

Qualifications this course can lead to

 

This workshop is not associated with a qualification.

 

What others have said about this course

“What I appreciated most was that it was practical with lots of tools to take away”

“People had fun with the activities and felt the pace and variety of learning formats kept up the level of interest.”

“Very good – lots of knowledge and examples – made total sense. Will be a great help in our process of change.”

Change Management Training Overview

1.   Introduction

 

The 5 Forces of Change provides a comprehensive framework and tools for helping people deal positively and successfully with change.

As part of the organization leadership programme, delegates spend a day learning how to apply The 5 Forces of Change to leading change within the business.

Equipping managers/leaders across the organization with the same approach will secure a coherent and effective approach to leading change across the organization.

 

2.   The 5 Forces of Change

Change succeeds when we work with the grain of human nature.

Change undermines motivation at work in five crucial areas; it creates uncertainty, diminishes our sense of purpose, deprives us of control over our lives, disturbs established relationships with people and practices, and threatens our ability to succeed (see figure 1). As a result, people avoid or oppose change causing it to fail.

If leaders can help people to feel more certain, purposeful, in control, connected and successful during change then the way is open to delivering effective and long-lasting change.

The workshop proposed in this document provides an introduction to the tools and techniques that enable people to lead successful change.

Delegates spend half a day getting to grips with each of the 5 forces in turn. For example, they will learn how it feels to lose a sense of control and how people are likely to react when this happens. They then learn how to increase people’s sense of control during change, greatly enhancing their likelihood of success.

Figure 1: The 5 Forces of Change – see www.5forcesofchange.com

Workshop overview:

1. Introduction to The 5 forces of Change framework and the effects of change on motivation at work.

2. Certainty: How to create certainty in uncertain times

3. Purpose: How help people achieve a sense of purpose during times of change

4. Control: How to create control and therefore ownership for change

5. Connection: How to help people break with the past (old ways of working, old relationships etc.) and then to focus on the future

6. Success: How to nurture success during transition

7. Personal action plan for leading change more effectively.

3.   Learning Approach

 

The key principle adhered to in this workshop is that delegates be given the information and opportunities they need to discover for themselves how to lead change successfully. Research shows that this approach substantially increasing the likelihood that people will translate learning into action.

To engage delegates more effectively, we cater a variety of learning styles/intelligences e.g. physical activities that appeal to the ‘Bodily-Kinesthetic’ intelligence.

Other important principles we follow include:

 

·         Build on people’s own experiences of change as well as that of the trainer

·         Help delegates experience for themselves how people feel and respond when change comes happens at work

·         Equip delegates with practical tools and techniques to lead people positively through change

·         Use simple, straightforward language

 

To make all of this happen, the workshop is based on the following building blocks:

 

·         Short bursts of theory delivered using exciting multi-media, such as DVD clips that enliven topics and demonstrate leadership of change

·         Delegates answer a Change Questionnaire that helps them appreciate the feeling and reactions aroused by change in themselves and others

·         Delegates are encouraged to draw lessons from their collective experiences of change

·         Engaging activities and business simulations (based on physical activities or case studies) provide opportunities to try out tools and techniques

·         Group discussions

·         Time throughout the workshop to reflect on and document lessons learned and to identify specific actions to be taken at work

·         A copy of the book, The 5 Forces of Change, for every participant, giving them the opportunity to understand the subject in more depth.

 

 

4.   Delivery Options: Train-the-Trainer vs. Self-Driven Module

 

As it stands, the leading change workshop developed as part of NorthPoint is a 1-day session. It requires facilitator input on leading change plus activities with facilitator de-briefs. This now needs to be cut down to a ½-day version and tailored to create a training package that people within the organization, such as PCs (or 3^rd party facilitators contracted to the organization), can facilitate.

 

Currently, the workshop is reliant on expert external facilitation. There are different ways of ensuring that the program can be run successfully in-house by the organization. We can focus more heavily on train-the-trainer, keeping the workshop largely as it is (whilst cutting from 1 day to ½ day) or we can make the workshop more self-supporting through the creation of:

 

1.    A Participant Workbook (similar in format to that for Embracing Change)

2.    A simple, graphical facilitator guide

3.    DVD sequences to provide a large proportion (of all) of the input

 

Thirdly, we could do some combination of these two options.

 

The more you invest in the creation of a self-driven learning event the less you need to spend on train-the-trainer or vice versa.

 

 

4.1       Option 1: Train-the-Trainer

 

Train-the-trainer training could be delivered in London and Chicago with Bangalore representatives being trained in one of these two locations (or in Bangalore if required).

 

The training would be over 3 days.

 

Prospective trainers (e.g. PCs, Capita facilitators etc.) would go through the following process:

 

1.    Attend the ‘Leading Change’ course (run by Anthony Greenfield) as participants alongside a group of ordinary participants (i.e. managers). This would double as a pilot for the course and be followed by a de-briefing session.

2.    Attend a session on how to facilitate the workshop, including top tips and familiarization with course materials and equipment.

3.    Prepare to facilitate the Leading Change training workshop (with Anthony Greenfield providing advice as required), including anecdotes to bring the session to life.

4.    Practice delivery of the Leading Change workshop sessions and responding to questions, using real participants (or HR people).

5.    At a later date, run the Leading Change workshop without support, but with feedback from a colleague who attends the course.

 

Pros:

·         Reuses the NothPoint materials (amended to fit ½ day) minimizing development costs.

·         Creates a body of people within the organization who can deliver the Leading Change workshop.

 

Cons:

·         Reliant on credible facilitators who can answer questions about leading change

·         Cost of extended train-the-trainer sessions and need to invest in training third party facilitators.

·         Needs to be repeated if there is turnover amongst facilitators.

 

 

 

 

4.2      Option 2: Self-Driven Training

 

The Leading Change workshop would be made largely self-supporting through the creation of a Participant Workbook (similar in format to that for Embracing Change), a simple, graphical facilitator guide, and DVD sequences to provide a large almost all of the input.

 

Train-the-trainer training could be delivered in London and Chicago with Bangalore representatives being trained in one of these two locations (or in Bangalore of required).

The train-the-trainer training would take 1  day.

 

Prospective trainers (e.g. PCs, Capita facilitators etc.) would go through the following process:

 

1.    Attend the ‘Leading Change’ course (run by Anthony Greenfield) as participants alongside a group of ordinary participants (i.e. managers)

2.    Attend a session on how to facilitate the workshop, including top tips and familiarization with course materials and equipment.

3.    At a later date, run the workshop without support, but with feedback from a colleague who attends the course.

4.    Those who become experienced and successful in running the workshop can train others to run it.

 

Pros:

·         In-house (or third party) facilitators could be trained more quickly and easily as the workshop would rely less on their input – reducing cost of roll-out

·         Participants get a workbook

·         Less reliance on finding/building in-house change experts.

·         Experienced in-house facilitators will be able to train other internal resources to run the workshop further reducing spend on external resources.

 

Cons:

·         The up-front cost of developing a more self-driven workshop

·         If third party facilitators are used then cost is incurred in training them as well as in using them (less than for option 1).

 

 

4.3      Option 3: Hybrid

 

This option combines elements of Options 1 and 2 make the course easier to run and to train facilitators whilst not incurring the full cost of a self-driven workshop.

 

The Leading Change workshop would be made to be more self-supporting than in Option 1 through the creation of a Participant Workbook (similar in format to that for Embracing Change), and a simple, graphical facilitator guide. Some DVD input would also be provided, but far less than in Option 2.

 

Train-the-trainer training could be delivered in London and Chicago with Bangalore representatives being trained in one of these two locations (or in Bangalore of required).

The train-the-trainer training would take 2 days.

 

Prospective trainers (e.g. PCs, Capita facilitators etc.) would go through the following process:

 

1.    Attend the ‘Leading Change’ course (run by Anthony Greenfield) as participants alongside a group of ordinary participants (i.e. managers)

2.    Attend a session on how to facilitate the workshop, including top tips and familiarization with course materials and equipment.

3.    Prepare to deliver the Leading Change workshop – less effort than Option 1 due to additional support materials.

4.    Practice delivery of the Leading Change workshop sessions and responding to questions, using real participants (or HR people).

5.    At a later date, run the workshop without support, but with feedback from a colleague who attends the course.

6.    Those who become experienced and successful in running the workshop can train others to run it.

 

Pros:

·         In-house (or third party) facilitators could be trained more quickly and easily than in Option 1 as the workshop would rely less on their input – reducing cost of roll-out

·         Better support materials for facilitators and participants than Option 1 and less reliance on finding / building change expertise.

·         Experienced in-house facilitators will be able to train other internal resources to run the workshop further reducing spend on external resources.

 

Cons:

·         The up-front cost of developing a more self-driven workshop

·         If third party facilitators are used then cost is incurred in training them as well as in using them (less than for option 1).

 

 

5.   Cost of Different Options

 

Cost of the three option described above are presented below. The main costs are incurred in:

·         Cutting down the course

·         Preparing for and delivering Train-the-Trainer (not required in Option 2)

·         Creating user-friendly Facilitator Packs and Workbooks (not required in Option 1)

·         Creating DVD sequences (not required in Option 1)

 

 

 

 

 

Option 1:

–       This includes 2 pilot courses used for train-the-trainer which are also open to managers

 

Option 2:

–       No need for TTT in Chicago reducing travel costs

 

Option 3:

 

 

6.   Link with ‘Embracing Change’

 

Once they have complete the ‘Leading Change’ workshop participants will be in a strong position to lead the Embracing Change Learning Group for people affected by change. This would re-enforce lessons learned and further enhance their expertise in working successfully with change. On top of that, it will ensure that Embracing Change hits an even wider audience and develop organization-wide change capability, position the organization  as a whole to deal more effectively with change.

 

 

7.   Benefits

 

Benefits of this workshop include:

 

1.    Greater return on investment from change programs

2.    A common language and approach to change across organisation (through Academy, Embracing Change and Leading Change)

3.    Less frustration amongst managers and staff

4.    Less disruption to operations during change

5.    Team members driving change forward rather than opposing it

6.    Change that sticks.

 

Accreditation as a 5 Forces of Change Trainer and Associate

Introduction

Becoming an accredited 5 Forces of Change trainer and associate enables you to deliver training based on the 5 Forces of Change methodology for your clients, helping them achieve the benefits of successful change. In return, there is a charge for going through the accreditation process and a commission fee due based on fees charged to your clients. There is an annual license fee to cover updating of training materials, marketing costs and the website (this is waved in the first year).

The 5 Forces of Change Training Programmes

There are two different 5 Forces of Change workshops that can be run (see www.5forcesofchange.com :

1. Leading Change –  ½ day or 1 day workshop that helps managers / leaders who are responsible for instigating or implementing change.

2. Embracing change – ½ day workshop that helps people affected by change. This workshop is largely self-driven and based on DVD inputs and group activities.

Accreditation Process

Accreditation involves formal train-the-trainer training in the delivery of ‘Leading Change’ and an overview of how to run ‘Embracing Change’ (which is largely self-driven).

The train-the-trainer training for Leading Change can run in different ways:

Option 1: Work through the workshop materials with Anthony Greenfield. Then spend time independently preparing to deliver the workshop before practicing delivering elements of the course to Anthony Greenfield who will provide coaching. Anthony Greenfield would then attend your first conduct of the workshop to provide support and feedback.

Option 2: The same as Option 1 except that Anthony Greenfield would co-facilitate or lead the workshop with you at your clients until you are happy to run it yourself.

For Embracing Change you need to spend a day working through the materials yourself and then spend an hour and a half with Anthony Greenfield asking questions and learning hints and tips on getting the most out of the course. Alternatively, we can provide an experienced facilitator to run the workshop for your client.

Note that 5 Forces of Change reserves the right to refuse accreditation if quality criteria for the delivery of training are not met. Every effort will be made to avoid such a situation. In particular, potential trainers will be screened before embarking on the accreditation process.

Once accredited, you can run training with your clients and will be listed on www.5forcesofchange.com website as an accredited trainer and provided with brochures outlining both workshops.

Costs

The cost off accreditation is £2,000. This includes:

• Train-the-trainer for Leading Change and Embracing Change
• A pack of 25 brochures for use with clients
• Profile listing on the 5 forces website www.5forcesofchange.com

Commission on all sales of 5 Forces of Change training is 15% of fees charged to your client.

The annual license cost is zero in the first year and £500 after that.

Optional Extra Costs:

If Anthony Greenfield co-facilitates or runs a Leading Change workshop for one of your clients (Option 2) the cost is £1,000.

If an external facilitator needs to be provides for Embracing Change that would cost £1,000.

Pricing

Pricing of all workshops must to be done initially in collaboration with Anthony Greenfield.

A full pack of equipment and Participant Workbooks for running Embracing Change costs £750, so this needs to be taken into account when pricing this workshop.