- 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.
Skill Level Intermediate
- Do you ever feel caught between a rock and a hard place? On one hand, you're responsible for managing your team, making sure they know about the latest changes, and they're looking to you for assurance that the change is okay. On the other hand, you're also dealing with the change yourself. You may not be happy with a decision that has been made. Can you say that to your team? There are two realities to understand about your role in this process. Your managerial support is essential to change success.
As a manger, you have the unique power of influence over your people. This is your role during change whether or not you have a role in a change project team. You are vital to the success of change. Your openness to change, your guidance through change, and your support of your team impacts their ability to make the change. But you're in a tough place. Change can leave you stuck in the middle.
You haven't adjusted to the change yourself, yet you still have to champion the change to your team. You'll always be dealing with multiple changes at once. You'll be at different points in your personal change process with each of them. Your role is to influence and inspire your people regardless of where you are at personally in dealing with a change. I know it's tough to be stuck in the middle, adjusting to changes while you're trying to support them.
This is the challenging and yet essential role you play in change. Join me in this course to learn what you need to know about change in your role as a manager.