Change Management

Change Management



Great organisations anticipate change and initiate pro-active innovation to gain a competitive advantage in an ever changing business environment.   These organisations are the trend setters and become owners of change, while others become victims.   However, organisations can only change if people change.   And people have a natural resistance to change.   Leaders therefore, have to manage change processes in such a way, that they empower and mobilise people to support change.   This will only happen if people can see the benefits and are excited about the change process.

The Leadership Dynamics® Change Management course will empower leaders to:

  • understand and manage the dynamics of change
  • analyse people’s behavioural patterns during change
  • identify leverage areas to change behavioural patterns
  • empower and mobilise employees to support change

Change management develops learning organisations where leaders:

  • understand the tensions caused by change
  • communicate effectively with employees about change
  • help employees to understand benefits of change
  • assist employees to understand changes in roles
  • empower employees to cope with change
  • create enthusiasm and excitement for change
  • mobilise energy to support change

The Leadership Dynamics® Change Management course is based on  practical experience of facilitating change processes in many public and private organisations.   Change Management provides an effective vehicle to create truly learning organisations.



After completing the Change Management Course, leaders will be able to:

  • Pro-actively initiate organisational change
  • Pro-actively anticipate the impact of change on people
  • Understand change dynamics and employees’ fear of change
  • Communicate effectively about change
  • Analyse behavioural patterns caused by change
  • Identify leverage areas to change behavioural patterns
  • Develop leadership interventions to facilitate change
  • Manage the impact of own leadership behaviour on change
  • Engage effectively with employees during each of 7 phases of change
    (denial > resistance > acceptance > exploration > commitment  > ownership > facilitation)
  • Direct employee behaviour towards change
  • Empower employees to cope with demands of change
  • Influence the dynamics of change
  • Create enthusiasm, excitement and enjoyment for change
  • Mobilise employees to change vision into reality
  • Become a master rather than a victim of change