“Innovation — the heart of the knowledge economy — is fundamentally social.” Malcolm Gladwell
Are you planning big organizational change in 2017? Do you want to maximize your effectiveness as a change leader?
Organizational change disrupts the status quo. It makes us uncomfortable. It puts us out of our comfort zone. It stretches our leadership skills, tests our resilience and challenges our commitment to organizational goals, personal success and innovation.
The pace of organizational change continues to accelerate. Increasing competition, new technology, a global economy, and intergenerational team members continue to push us forward whether we are ready to adapt or not. No matter what sector you work in — the expectations are higher, resources are declining and the nature of work is changing.
With over 25 years working with a variety of public and private sector clients, I’ve had an opportunity to support a significant number of change initiatives for organizations large and small — process change, people change, and cultural change. The eight stages of change process outlined in John Kotter’s book “Leading Change” first published in 1996 still ring true today. This includes:
- Establishing a sense of urgency
- Creating a guiding coalition
- Developing a vision and strategy
- Communicating a change vision
- Empowering employees for broad-based action
- Creating short-term wins
- Consolidating gains and producing more change
- Anchoring new approaches in the culture
While you can follow all of the above steps to move forward on your change agenda, I fully believe that individual leader-managers who can successfully lead others through change are invaluable and hard to find.
Change impacts people: how they behave and work together. It can be emotional. It naturally prompts resistance and 
it begs for engagement. Successful change requires leader-managers who are clear on the vision forward, who are resilient and who have the confidence and trust of others to lead them through turbulent times.
For this reason, we are pleased to be launching a new one-day workshop for change leader-managers called Effectively Leading Change. This workshop is designed for leader-managers who are accountable for leading others through cross-functional organizational change initiatives or who are implementing significant change initiatives within their area of accountability. Participation is limited to small groups of 4 – 8 participants and workshop content can be tailored to reflect your particular change initiative.
What Will Participants Learn?
Participants will have an opportunity to:
- Learn to adjust your leadership style to work most effectively with others in changing circumstances
- Understand the emotion that change evokes in us and develop internal resilience to change
- Experience how your own body responds to resistance, to engagement and to unexpected setbacks
- Build greater trust between yourself and those you are leading through a change initiative
- Be aware of the obstacles you will need to navigate and the supports you need to enable successful change
- Gain valuable insights and tools to help you achieve your change and organizational goals
For details, visit Effectively Leading Change or contact Jennifer Garland at 705-295-6618 or jgarland@nexicom.net.
Jennifer Garland and Raven, one of the change agents at The Mane Intent.
Jennifer Garland is the Owner/Program Director of The Mane Intent, offering Health and Wellness Workshops and Individual and Team Effectiveness Coaching. She has over 25 years of leadership experience in communications, cause-related marketing and change management. As a strategist, facilitator and effectiveness coach, Jennifer has provided counsel and support to senior leaders from all walks of life to build productive relationships, facilitate learning and to embrace change. She has successfully completed the Advanced Program in Managing Strategic Change at Rotman School of Management at University of Toronto.
https://themaneintent.ca/?vc_editable=true&vc_post_id=7&_vcnonce=94c3e576aa#
