2-Day Successful Change Management in Transformations
Do You Face These Difficulties When Implementing Change?
Rolled out new strategies and technological solutions and yet experiencing sub-optimal results?
Employees lack psychological safety and are not receptive to change?
Organisation Culture is inhibiting the effective implementation of change initiatives?
Is It Common For Change Initiatives To Fail?
Yes! 66% of change initiatives fail as the organisations are likely to experience:
Outcomes or objectives not achieved
Loss of valued employees
Extra costs and risk
History of failed change
Source: Gartner 2018
What to Expect From The 2-Days Workshop?
Key learning points that organisations can expect to take away after 2 days:
How your world-view / beliefs (of yourself, team, and environment) influence the way you lead change
How to address the human-side of change
Identify Promoters and Inhibitors of change
From Vulnerability-based trust to Results
How does this programme help me in Change Management?
The Overall Objective Of The Course Is To Equip Participants With The Knowledge And Skills Needed To:
Navigate the business in the age of digital disruption focusing on Leading Culture and Change Management
Lead with context; build trust and solicit buy-in through positive conflict.
Establish commitment and hold one another accountable to organisation / team result.
Imbue agility in change management, as part of transition management.
Proposed 2-Day Successful Change Management Outline
Day 1 Workshop (Morning):
"Begin from I, then to We"
Today's reality and corporate aspirations
Organisation transformation begins with leadership transformation
Values Unite, Beliefs Divide
Whole-systems change, beginning with leadership team commitment
Day 1 Workshop (Afternoon):
The Way We Work
Measuring and managing culture
Promoters and inhibitors to change
psychological safety in teams / organisations
Day 2 Workshop (Morning):
Leading the Human-Side of Change
Using the ADKAR Model to drive personal change
Management by context
Listening for perspectives
Holding one another accountable
Day 2 Workshop (Afternoon):
Leading the Organisation-Side of Change
Kotter's 8 Steps of Organisation Change
The Change Network
The Change Plan
Our Impact, Our Transformation
Singapore International Foundation (SIF)
I first worked with aAdvantage when I was in the public sector. They introduced an organisational climate survey that measured elements of total work experience impacting employee satisfaction. As a leader, I found the tool useful in addressing management gaps and my experience with aAdvantage was positive. They were knowledgeable and proactive, in particular I appreciated that they went beyond presenting survey analytics to providing practical HR solutions. I next worked with aAdvantage in the NGO sector. I sought aAdvantage's help to build the right culture in my organisation to complement our business strategy. aAdvantage worked well with my leaders and was instrumental in helping us overcome significant challenges to shape a supportive work environment. I also used them to facilitate strategic conversations for organisational transformation. Vincent is skillful in navigating difficult conversations and I have appreciated his useful insights and advice, in drawing from his wide experience and suggesting relevant best practices for our stage of development. His team has also demonstrated flexibility and responsiveness in working with us. If you seek help in organisational transformation, I recommend you consider harnessing aAdvantage's expertise.
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