Change Leadership: Coach for Performance
Managing Change and Transition equips leaders with practical tools, models, and knowledge to effectively manage change and transition. Participants will learn a powerful coaching method, conduct performance dialogue, and coach for performance. The course covers developing change strategies and transition plans, understanding why people resist change, coaching individuals through transition, appreciating individual relating styles, and addressing transition-related behavior problems.
Upon completion you will be able to:
- Develop both change strategies and transition plans
- Change Compass – Implement a step-by-step approach to leading change
- Understand why people resist change
- Coach people through transition
- Appreciate individual “relating styles” to help manage transition
- Address transition related behaviour problems
Change Leadership
Today there is tremendous demand for change in individuals, in organizations, and society. Which means that there is a tremendous demand for quality change leadership.
As leaders we are called upon to lead change and do the best we can. Often, we figure it out as we go and are constantly putting out fires in the messy and complex world of change. This module provides you with a clear framework with the concept and tools you need to effectively lead. You will be able to create a clear change plan founded on a solid change methodology.
The people side of change
It is not the changes that do you in, it is the transitions. The starting point for change in organizations is typically a focus on the outcomes, while the starting point for transition on what individuals will have to give up in order to leave the old situation behind; what they must “LET GO”.
Organizations change people transition. In these unprecedented times, people are managing a great deal of change in their homes, work, and personal lives. As a leader, you are called upon to lead people as they navigate change. If people do not change, the organization doesn’t change. You will learn why people resist change and how you can support them to move forward.
Build Enduring Relationship
“The greatest danger in times of turbulence is not the turbulence – it is to act with yesterday’s logic.”
– Peter Drucker, the father of the modern corporation
“The moment you doubt whether you can fly, you cease forever to be able to do it.”
– Peter Pan, J.M. Barrie
Coach for Performance
Developing a coaching approach is an effective way to manage change and encourage people to embrace it. When introducing change, it’s important to understand why people may resist it.
By adopting a coaching approach, you can help individuals navigate the change process and overcome any resistance they may have. One effective technique is to share the reason for the change, explaining how it will benefit both the organization and the individual. This approach helps people see the value in the change and encourages them to engage in the change process. Through coaching, individuals can be empowered to take ownership of the change, helping to create a sense of accountability and commitment to the new way of doing things.
Strength Deployment Inventory
Core Strengths® is powered by the Strength Deployment Inventory 2.0 (SDI 2.0). This award-winning, scientifically validated assessment provides four views of you. It reveals why you do what you do, and how you relate to others.
The SDI 2.0 maps three intrinsic motives people have for acting how they do:
- People — a drive to help and develop others
- Performance — a drive to direct action and achieve results
- Process — a drive to establish clear and meaningful order
Beyond behaviors and strengths, your motives describe who you are at the core and show why you do what you do. The SDI 2.0 powers the RQ you need to make better choices and use your strengths to improve your interactions with others.
Change Overview
- Why change efforts fail
- Three general strategies for change
- Change and transition
Developing a Change Plan
- Identify drivers for change
- Create a change plan
- Create a transition Plan
Implementing Change
- Engage People
- Socialize the plan
- Monitor change efforts
- Support people through change
Coaching people through change
- Develop a coaching approach
- Understand why people resist change
- Share the reason for the change
What people are saying about Personal Leadership
Actual feedback from Personal Leadership participants.
New Concepts
It taught me how to manage change and how to present it
Insight
It gave the insights and information that I could apply to my leadership skills
Tools
Excellent tools to apply as my team has undergone changes from staff to protocol and product