Change Management Training
Leading Employees Through Change
- Existing changes are only mildly successful and filled with “missed opportunities”
- Management isn’t sure of the best way to introduce or implement important changes
- Marketplace competition is being lost because of the inability to implement successful change
- Key employees are frustrated with the negative results of unsuccessful change
- The rumor and gossip mills are running full steam
- Employees refuse to accept new ways, directions, people or responsibilities
- Productivity, sales and quality are affected by having to remain in the status quo
- The prospect of increased turnover looms because of the uncomfortable work climate
- Supervisors and managers have not received change management training
- Employees have not received change management training
- Most management training doesn’t address change management training
Preparing Yourself for Change
- Attempts at change are unsuccessful or ‘under’ successful
- People resist change and refuse to accept new or different ways of doing things
- Individuals tend to focus only on the negative aspects of change
- Employees can’t or won’t see the positive aspects of change
- Cynicism sets in due to previous numerous unsuccessful attempts at change
- Leaders don’t know how to introduce change effectively
- Leaders fail to gain support for change prior to implementation
- Too much simultaneous change is taking place at once
- Employees don’t receive enough information during the change implementation
- Negativity, griping and complaining takes up too much energy and time during change
Overcoming Negativity in the Workplace
- A work climate of distrust or mistrust is reducing productivity and morale
- Distracted or disenchanted employees are making preventable mistakes
- It’s not fun or enjoyable to come to work anymore
- Employees are spending too much time complaining and griping, not enough time working
- Our time is spent tracking down rumors and gossip instead of doing our jobs
- Employees are talking badly about us to other departments, customers or clients
- Employees question the motives or “hidden agendas” behind simple changes or requests
- The negative work climate is causing employees to call in sick, request a transfer or quit
- Back-stabbing and rumor mongering is creating an adversarial management employee relationship
- Conversation in the lunch or break room ceases when a manager walks in
- Supervisors have not received management training
- Employees have not received negativity in the workplace training
- Most management training doesn’t address negativity in the workplace issues
Defusing Employee Attitude Problems
- Manager’s job duties are affected by the time necessary to deal with the attitude problem
- Performance improvement discussions become frustrating arguments and debates
- Time spent with the attitude problems takes managers away from employees who want to improve
- Manager’s enthusiasm is diminished after working with this problem employee
- If not addressed, the attitude can become contagious and infect an entire department
- People are reluctant to address the problem because of this person’s confrontational nature
- Productivity is affected because other employees refuse to work with this attitude problem
- People walk on “eggshells” around this employee afraid they will blow up if offended
- This attitude problem is causing other employees to call in sick, request a transfer or quit
- Clients, customers or other managers request this person not work with their people
- Supervisors have not received management training
- Most change management training doesn’t adequately address attitude issues
Creative Problem Solving Skills
- Employees aren’t thinking ‘outside the box’ when solving problems
- Same mistakes are repeatedly made during problem solving process
- New or creative ways of doing things are not being developed
- Critical thinking or creative problem solving isn’t taking place
- New or different problems surface people aren’t sure how to address them
- Current problem solving takes too long to generate solutions
- Current problem solving methodology doesn’t solve the problem
- Employees are too comfortable in the status quo of current problem solving techniques
- Employees resist change to different methods of problem solving
- Employees have never received training in creative problem solving
