Training: Supporting your team in change

Representations of change

• Know the different sociological approaches
• The systemic approach needed for change
• Unstable balance: homeostasis
• The different types of behavior in the face of change: welcoming and controlling your own reactions
• The origins of resistance to change
• Questioning and the grieving process: identifying the brakes and contradictions
• The representation of change: a filter question
• Attitude towards change: change followed or change experienced
• Identify the key actors of change and identify their position: allies, torn apart, indifferent, opponents
• Potential losses and gains, real or assumed

Adapting to change

• Identify the different types of behavior over time: shock, questioning, re-mobilization, commitment
• Adapting behaviors and attitudes: between adaptation and reaction. Find possible “hidden gifts”
• Establish the cost / benefit balance of the change for its employees
• Analyze the stressors in change
• Understand the challenges and key stages of personal development: self-knowledge, self-confidence and self-confidence

Giving meaning and motivating change

• Using change as a factor for progress
• Build a message that gives a clear vision of change
• Clarify the objectives of the change. Help the other to this clarification
• Know how to trigger change and motivate around change
• Motivate by finding the positive function. Building on the flaws of the old system
• Develop the positive thoughts of your employees
• Understanding the filters that pollute interpersonal communication

Communicating around change

• Share your ideas
• Implement fertile communication. Share the change and make it attractive to all
• Know the basic principles of communication. Positive communication
• Identify barriers to communication
• Active listening: a communication tool for change. Posture and techniques
• How to organize a participatory meeting? The four strong points to prepare it
• How to conduct a meeting to gain acceptance for the change?
• Master the key steps to lead a participatory meeting
• Rely on leaders. Identify actors and act

Support change

• Knowing the three determining criteria for committing or not to change
• Understand the effect of everyone’s change
• Management anticipation and planning of change
• Identify the change project in order to better support it
• Identify the six key stages of change management: from ownership to management
• Build your communication plan: objectives and means implemented
• The “small steps” policy: defining micro-steps allowing rapid results to be obtained
• Regulate emotions
• Mastering the steering tools for managers
• Establish the change dashboard
• Detect any anomalies and drifts
• Practicing local management: individual and collective support