Who Should Attend:  Leaders and Potential Leaders
Time:  2-8 hours

Failure to plan for the emotional side of change is the surest way to sabotage the most promising change, extending the time it takes for people to buy in and become productive again..  Whether the experience is a new manager, a merger, a downsizing, or a restructuring, it is the people who must deal with the losses involved and implement the change.  Their commitment to action depends in large part on how their leader has introduced the new ideas, has helped them understand the purpose of the change, has involved them in the planning, and has demonstrated caring for their confusion and distress.

This must-have workshop for leaders in today’s dynamic environment provides tools that will save time, headaches, and money when change is underway.   More specifically, participants will:
- Learn why distinguishing between “change” and “transition” can make or break a project;
- Learn how to minimize resistance before it sabotages successful change;
- Understand the most common disruptive emotions that plague people after setbacks, and how to deal with them;
- Be able to diagnose the stage of transition currently being experienced by your team collectively or by an individual team member;
- Choose the leadership strategies that work best at each transition stage to enhance morale, maintain productivity, and speed acceptance.