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Leading change development Courageous Leaders have significant experience consulting on how best to manage the people side of change. As a result, we have developed a model for how to move people into readiness to embrace change with their hearts, minds and souls. We develop this capability in your existing leadership and management teams when they need to lead change. When leaders first expose people to an imposed change it is common for everyone to be filled with feelings of uncertainty, anger and suspicion about their future. It is as if the leader has activated a chemical reaction in the business. This reaction can only be neutralised when people really embrace the imposed change. The length of time it takes to complete this neutralisation process depends on what the leaders do and how they do it. |
Leaders need to take an active, compassionate and courageous role. Simply put, they must supply information (task focus) and give support (people focus). People on the receiving end of imposed change need to be supported to move through a strongly developed personal process. The length of time between when people are exposed to the change and when they choose to embrace it must be minimised.
Read the rest of the chapter on Change Management authored by Mandy Holloway in the Ideas Vol2 book.
Programmes include (and are customisable)
Change Management workshops
For more information on our Change Management workshops, please fill in the form below, or contact us.
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