Change Management
CHANGE IS HARD
Studies have indicated that as much as 85% of major change efforts in the workplace fail. One of the main reasons for this is that leaders often focus solely on communicating the change and neglect the art of ensuring that the people impacted by the change are on board, actively engaged, and empowered.
Our change management philosophy is that leaders must plan well, communicate generously, tend to the emotions and needs of those they are asking to change, understand the change from others’ perspectives, and involve the people being asked to change as much as possible.
To put it simply, change must be managed with mind and heart.
In this workshop, we will help leadership teams learn to manage change in a way that enhances collaboration, builds resilience, boosts morale, fosters participation, and creates deep levels of trust and respect throughout the organization.
Additionally, this workshop often includes creating a real-time change management plan based on an actual organization-specific need, complete with action items, checkpoints, and clearly defined roles.
Nash Consulting’s approach to change management is systemic, actionable, skill-based, and relationship-focused. It can be tailored for senior leadership teams, change teams, or frontline managers.
Some of the topics explored in Nash Consulting’s change management workshops include:
Recognizing resistance and emotions. It’s human nature to resist change. So how do we help people accept and invest in a change effort?
Practicing empathy. Effective change doesn’t happen without empathy at every stage.
Providing lead time. It’s critical to give others and yourselves enough runway to process, understand and effectively communicate the change.
Involving others. Change is easier to accept when it happens with you rather than to you. How, when, and from whom should we ask for feedback and input about the change?
Effectively communicating change. Communicating change with clarity, transparency, and tact is an art. How can we communicate in a way that speaks to people’s hearts and minds?
Providing skills and support. Helping people develop the skills and providing them the support needed to make and sustain a change is foundational to any change effort.
Sponsoring change. One of the main reasons change initiatives fail is a lack of proper sponsorship. What is the role of the sponsors, what skills must they develop, and how can they effectively support the change in a way that enhances morale and investment?