As the pace of change increases, this presents a problem:
How do we drive the change that the organisation needs at a collective level, while recognising that people change as individuals?
Individuals with different histories, perspectives, priorities; and a unique contribution to make.
Structured change management methodologies tend to assume that everyone will move forward together in a linear fashion. As long as you do the right things at the right time.
We’re not suggesting that change management methodologies aren’t useful. They may even be necessary, but we do think that they’re insufficient. Insufficiently human, that is, to fully address the difficult challenge of not only bringing people along with leaders, but enabling them to co-create and own change.
- Learn how to take a more human, collaborative approach to change
- Discover how to surface potential sources of resistance and encourage healthy dialogue
- Work with and manage the effect of culture using storytelling
- Encourage people to reflect upon and own their own response to change
One day, two complementary approaches
We will share two complementary approaches that will enhance your change management or leadership practice.
Susanne Evans will share a more human change ‘process’ based on her PhD research into a storytelling, Appreciative Inquiry based, approach to change (Change Story). The resulting approach is one that uses dialogue to create shared stories, taking into account historical culture, personal identities and using personal reflection.
Rob Robson will share a psychological framework (Apter emotivation) that will add a deeper level of understanding into people’s motivations and emotions during change, and help you to build that into any structured approach to add diagnostic insight, build a climate for change and help people to own their own response to events.