Learn strategies for communicating change to different groups. Ensuring that the performance management systems support the change and make it "sticky."
- So what if your boss said to you,…"To get this done right, do I have to do it myself?"…How would that make you feel?…What if instead, the statement was,…"Hey, how can this project get back on track…"and be as successful as I know it could be?"…Language matters.…Words have the power to build people up…and break people down.…Consider the impact of your words on your team.…How can we use rewarding language to make change stickier?…One, pay attention to the ratio.…
Negative comments make a bigger impact…than positive comments.…In fact, they say it takes seven to nine positive things…to balance something negative.…Keep this in mind during change.…If you are observing a lot of issues that need correction,…think carefully about how you can encourage change…rather than criticize.…Two, ask instead of tell.…
Questions are rewarding because they help people think.…Questions open the mind and answers close the mind.…During change, it's important to help people…think through the change,…use questions to stimulate thinking,…
- Define and describe the change curve.
- Describe how leaders can either facilitate or block successful change.
- Summarize ways to promote resilience during change.
- Explain how to use the power of positive and negative emotions to generate the emotion that creates change.
- Cite the different approaches to using language to manage change.
- Name the best way for a manager to help the team process change.
- Define a change vision.