Learn and practice how to build commitment to an actual workplace change initiative through the use of an innovative change simulation
Research shows that simulations significantly raise the quality and retention of participant learning. The reality is, people learn best by actually doing what they will need to do once the training program has ended.
Unfortunately, most change management training programs miss the mark. Participants learn theories on how to help staff cope with change, or techniques on how to manage others during change – but rarely do programs actually teach people how to successfully implement change from start to finish.
And the results are telling – more than 2/3 of all change projects fail to realize their objectives.
About the RHR Change Leadership Simulation
This program teaches participants the key steps and stages of change leadership. The program is based on a foundation of best practices and can be tailored to any organization’s actual workplace change needs.
The program contains 4 learning modules (each comprising about ½ day). The simulation is developed in 2 parts – on day one, participants prepare and plan for change. On day two, participants implement their change plan (i.e., the launching a new system) using a series of actions which build or lessen employee commitment to the change. They are guided by an expert change model taught in the course.
Working in teams, participants have the opportunity to plan and make implementation decisions in simulating an actual change project. Starting from a base of 20% employee commitment, participants work through a change plan with the goal of achieving a minimum of 75% commitment to the change. Participants receive feedback and obtain an overall scoring on their team results.
Through this one day program, participants will learn:
- How to identify where employees are in the transition process and what they most need
- How to communicate difficult change news using a 4-step strategic influencing process
- How to successfully plan and implement change, including the critical do’s and don’ts
- Practical ways to transfer this learning to actual job-related change challenges
Method of Instruction: The course in highly interactive and engaging, based on adult learning principles. The instructor uses a variety of exercises, cases, and actual workplace scenarios to ensure job relevance.
Understanding People’s Reactions to Change and What is Needed
Participant introductions – Actual Workplace Challenges and Learning Needs
Change Exercise – “Climbing the Ladder”
What People Need and How to Respond
Simulation: Part One – Planning and Preparing for Change
Debrief of Part One (change simulation)
Communicating for Commitment – How to Engage Others and Get Buy-in to Change
Strategic Communications (4-Box Model)
Small Groups apply the 4-box model to real workplace change challenges
Presentation and debrief of Group Work
Key Learnings and Applications to workplace change issues
Completion of Leadership Style Inventory (for use in afternoon of day two)
Identifying keys to implementation success and failures
Steps and Stages that lead to implementation success
Introduction of Kotter’s 8 step change implementation model
Simulation Part Two – identifying from 55 actions the “do’s and don’ts” / small group work
Being a Change Agent – leveraging Your Leadership
Debrief of simulation / group scoring
Overview of leadership strengths using the SDI
Influencing for change – a series of practical exercises
Applications to real workplace change needs / problem solving
Shared learning / course ends
Who Should Attend
This program is ideal for internal consultants, project managers, organizational leaders, trainers and human resource professionals.
It is also valuable for line managers and supervisors who must implement changes initiated at higher levels of the organization.
Please feel free to contact us if you require more information about this learning program at email@example.com or visit our website at www.rhresources.com