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Instructor-led training -

Leading Through ChangeLeading Through Change

Face to face / Online public schedule & onsite training. Restaurant lunch included at STL venues.

From £495 List price £650

Change is not easy for most people and they look to their leaders for re-assurance before, during and after times of upheaval. As a leader, it is critical to manage your own state and provide your team with appropriate guidance, support and encouragement.

Who is this course for?

Leaders and managers will benefit from this course, learning how to support others through organisational change and to offer insight to drive change in business by understanding attitudes and responses and bringing about positive change within the organisation.

Objectives


  • Understand the emotional impact of change on themselves - and others
  • Learn to communicate change sensitively and appropriately
  • Use the Transition Curve to identify where their support is most needed
  • Influence behavioural change
  • Understand 5 key ingredients for effective change

Benefits

An understanding of the impact of change on the psychological contract between leaders and their team is at the heart of this experiential, practical workshop. Explore why change creates resistance and difficult behaviour, then develop a pragmatic plan of action to ensure people are quickly re-oriented and re-engaged with their organisation. This course gives the opportunity to honestly share your own experiences and feelings about the recent changes in your organisation, how you may be sub-consciously impacting your teams and how you can lead them more effectively to ensure lasting and meaningful change.

Course Syllabus

The Challenges of Change

Why change is difficult

The Emotional Impact of Change

The obstacles to change
The Psychological Contract
Dvorak demonstration

Stages of Change

The Transition Curve
Defining the actions
Identifying own reactions

Communicating Clearly

The Awaken Model
The role of the Leader
Dealing with resistance

Defining the Vision

Constructing a clear vision of the future
Communicating the Vision
Influencing and Aligning others

Viral Change

Influencing Behavioural change
5 Key ingredients of effective change
Ensuring change is lasting and meaningful

"What do I get on the day?"

Arguably, the most experienced and highest motivated trainers.

Face-to-face training

lunch

Training is held in our modern, comfortable, air-conditioned suites.

Lunch, breaks and timing

A hot lunch is provided at local restaurants near our venues:

  • Bloomsbury
  • Limehouse

Courses start at 9:30am.

Please aim to be with us for 9:15am.

Browse the sample menus and view joining information (how to get to our venues).

Refreshments

Available throughout the day:

  • Hot beverages
  • Clean, filtered water
  • Biscuits

Online training

online training (virtual)

Regular breaks throughout the day.

Learning tools

in-course handbook

In-course handbook

Contains unit objectives, exercises and space to write notes

24 months access to trainers

Your questions answered on our support forum.

What to expect when training

Training Formats & Services

  • On a public schedule at one of our
    London training venues.
  • On-site at your company office UK wide
  • Near-site, at a location close to you
  • Tailored courses to your requirements
  • Productivity Training Programs
  • Consultancy
  • Bespoke one-to-one
  • Rollout
  • TNA
  • Upgrade
  • Case studies

Summary

Corona Energy

gravatar

Steven Stills,
Transformation Lead

John was uniquely charismatic and engaging. Got a lot out of this course . Thanks

More testimonials

Public schedule dates

Next date Location Price
Tue 23 DecOnline£495
Mon 19 JanLimehouse £495
Thu 22 JanOnline£495
Wed 18 FebLimehouse £495
Mon 23 FebOnline£495
Fri 20 MarBloomsbury £495

And 24 more dates...

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Training manual sample

Below are some extracts from our Leading Through Change manual.

The Challenges of Change

Why Change Is Difficult

Change is a constant in organizational life, yet it often meets resistance. Here are some reasons why change can be challenging:

  1. Changing Too Many Things at Once:
  2. The Comfort of the Status Quo:
  3. Lack of Clarity:

The Emotional Impact of Change

Change triggers a rollercoaster of emotions:

  1. Fear and Uncertainty:
    • Moving away from the known into the unknown can evoke anxiety and fear.
  2. Grief and Loss:
  3. Excitement and Hope:

The Psychological Contract

The psychological contract is an unwritten, intangible agreement between employer and employee. It encompasses beliefs, expectations, and obligations beyond the formal employment contract. Key points:

Stages of Change

The Transition Curve

  1. Endings:
    • Acknowledge what’s ending. Let go of the old to make room for the new.
  2. Neutral Zone:
    • A period of uncertainty and adjustment. Creativity and innovation can emerge here.

 

Communicating Clearly

Effective communication is essential for successful leadership and organizational change. Here are some key points to consider:

  1. Clarity of Message:
  2. Active Listening:
  3. Consistent Messaging:

 

Effective communication is a cornerstone of successful leadership. As a leader, your ability to convey messages clearly and inspire others is crucial. Here are some key aspects to consider:

  1. Clarity of Message:
    • What It Means: A clear message leaves no room for ambiguity. It ensures that your intended meaning is accurately understood by your audience.
    • Why It Matters: Clarity prevents misunderstandings, reduces confusion, and fosters alignment within your team.
    • Tips:
      • Use simple language.
      • Avoid jargon or technical terms unless your audience is familiar with them.
      • Be concise and to the point.
  2. Active Listening:
    • What It Means: Active listening involves fully engaging with the speaker, understanding their perspective, and responding thoughtfully.
    • Why It Matters: When you actively listen, you build trust, show empathy, and gain valuable insights.
    • Tips:
      • Give your full attention (avoid distractions).
      • Ask clarifying questions.
      • Reflect on what you’ve heard before responding.
  3. Consistent Messaging:
    • What It Means: Consistency ensures that your message remains the same across different communication channels.
    • Why It Matters: Inconsistencies can confuse your team and undermine your credibility.
    • Tips:
      • Align verbal communication with written materials (emails, presentations).
      • Repeat key points consistently.

The Awaken Model

The Awaken 4S Model is a framework used in various contexts, including addiction recovery and organizational change. Let’s focus on its relevance in leadership and change management:

  1. Sobriety:
    • What It Means: Sobriety isn’t limited to substance use; it’s about mental clarity and self-awareness.
    • Leadership Context: Great leaders intentionally put themselves in situations where they learn, adapt, and grow. Sobriety here means being open to learning and self-improvement.
  2. Safety:
    • What It Means: Safety refers to creating a secure environment where individuals can process trauma or challenges.
    • Leadership Context: Leaders must provide psychological safety for their teams. This encourages open communication and trust.
  3. Structure:
    • What It Means: Structure involves replacing unhealthy behavior patterns with healthier ones.
    • Leadership Context: Leaders establish frameworks, processes, and routines that guide their teams toward positive outcomes.
  4. Surrender:
    • What It Means: Surrender involves acknowledging brokenness and relinquishing control.
    • Leadership Context: Effective leaders recognize that vulnerability and trust are essential. Surrendering control allows for collaboration and growth.
  5. Support:
    • What It Means: Support emphasizes the importance of community and connection.
    • Leadership Context: Leaders foster supportive environments where individuals feel part of something bigger. Supportive teams achieve more together.


The Awaken 4S Model is used in different contexts, including addiction recovery and organizational change. Let’s focus on its relevance in leadership and change management:

  1. Sobriety:
  2. Safety:
    • Create a safe environment for your team. Psychological safety encourages open communication

 

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