Strategically Managing Change – Keynote
A keynote is a speech or presentation that establishes the main underlying theme of a conference or event, usually to a large audience and lasting approximately 45 minutes.
Leading and managing change is an important subject at a time when organisations have to introduce new processes, and modify old processes, in order to remain competitive. The impact of frequent change, or infrequent but significant change, on people can often be de-motivating and negative. It doesn’t have to be though. This session is designed to help understand how and why people react to change. The more we understand ourselves and others, the better we can implement change initiatives, maintain productivity and maximize the effectiveness of everyone involved. Otherwise, people can struggle with what is being asked of them, either because they don’t comprehend something and feel unable to express that; do not want to come out of their comfort zone, or as is most typical, they are asked to take on board change after change with not enough time to adapt. The result can often be reluctance at best and resistance at worst, both of which reduce productivity and cost companies money. This seems paradoxical when you consider that most changes are implemented in order to save costs!
This is an interactive keynote involving getting the audience to question what change is; mistakes that organisations make when managing change, and practicing the A to C Model. I also ask them to complete a questionnaire that looks at the influence a personality characteristic related to our desire to control life plays in whether we adapt well to change.
- To define ‘change’ and explore its varying impact on people. We all think we experience change but knowing what it is about change that causes anxiety is an easy way to keep the process on track
- To look at typical mistakes organisations make and my recommendations to avoid and correct these
- To explore a model for Managing Change called the A to C model which is very interactively explored and suits even large numbers in the audience.
- To introduce a personality characteristic that differentiates those people who are likely to cope well with change, from those who will need more support. Understanding why we like control in our lives and how to help people maintain a sense of control despite going through a change programme, is the key to maximizing the effectiveness of the process and the employees
- To conclude with the ‘Top Tips’ for helping people handle change better and thereby keep them as effective as possible.
Each member of the audience receives a relevant handout and questionnaire for use in the workshop.