To get the most out of the course, delegates will need to be supported as they start to think and work differently. This page will help managers, coaches and mentors to provide that support.
Here you will find:
- Information about the course
- What to expect after someone has attended the course
- Suggestions to help you perform a useful review with the course participant
People will learn how to:
- Develop emotionally intelligent methods to manage change that take into account people’s different attitudes and feelings.
- Understand resistance to change and how to deal with that effectively.
- Manage change effectively using strategies and tactics.
- Identify strengths, resources and skills that result in successful change.
Here are the key aspects covered:
What is Change?
We analyse the different types of change.
The Components of Change
What the components of successful change are and our responses to it.
Whilst attending the course, attendees will have the opportunity to describe their end goals.
Strategies and Planning to Manage Successful Change
Create change strategies and plan to factor in the different dynamics of a change process over time.
Identify Valuable Strengths and Resources
Learn how to maximise the help and resources around you, motivate others to see change as positive.
Useful Models for Change
Understand the use of NLP and cognitive behaviour approaches as models for change. Learn how to apply these skills to help manage stress, thinking and emotions.
Develop frameworks and tools required to manage change successfully and learn how to apply these skills to create a positive momentum to change.
Advance communication skills, both verbal and non verbal, to avoid misunderstanding and to ensure that everyone understands their role in the change processes.
At the end of the course delegates are encouraged to think about how they are going to use what they have learnt. We emphasise that it is up to them to put the techniques and perspectives covered into good use.
Everyone attends the course for slightly different reasons but they will all have opportunities to use what they learn. Delegates are usually very keen to put their new skills into practice. A little well-directed support and encouragement by manager, coach or mentor can make a big difference. We hope the following notes will help you give that support:
|What to expect||What you can do|
|While on the course the delegates will learn skills and techniques to help manage the change process.||Encourage them to show you the techniques learnt on the course. This will re-enforce their learning.|
|The delegate will be working with staff in order to make them feel motivated and positive about change.||Are others in the workforce feeling motivated and seeing change as positive?|
|They will want to set goals.||Help them set reasonable goals and timescales.|
Many managers like to follow up courses that their people have attended. The style and format of these reviews varies widely so here are some prompts for suggested discussion points:
- Action Plan – at the end of the course all delegates are encouraged to commit to specific actions to use and reinforce the things they’ve learnt. That action plan is a good start point for a review.
- Coaching Others – have there been any opportunities to coach others in the use of the techniques or in any of the other things discussed or taught on the course?
- General – it will be worth going back to the original reasons for attending the course and also review the other notes in this section that describe the course and use them as a prompt for your discussion.