Most change initiatives fail, and for similar reasons: 80% of companies use a top-down, minimal-involvement approach that ignores the concerns of the affected people. (1)
Leading People Through Change® instead approaches change as an opportunity for high-involvement, collaborative leadership that invites all parties into the change process. This inclusive approach draws on research on leading organisational change and our 30 years of experience in the field.
Recent research shows that a high-involvement approach that uses dialogue between change leaders and employees can increase change success by 34% to 58%, decrease implementation time by 33%, and increase employee engagement by 38%.1
Change in organisations is often disruptive. But we know how to get you from where you are to where you need to be.
Leading People Through Change® teaches leaders throughout your organisation how to lead successful change initiatives. Leaders learn how to identify and address employees’ predictable questions and resolve their concerns to increase their buy-in and commitment.
We created Leading People Through Change® based on our 30 years of change leadership consulting experience. The course also builds upon academic research that finds that people are less resistant to change when they have opportunities to share their concerns and receive the appropriate leadership.
Deliver Leading People Through Change® in person, as virtual sessions, as part of a learning journey, or in a self-directed online version, so your leaders can learn how to lead change effectively wherever they are and whenever they have time.
Leading People Through Change® can be delivered as a one-day course. This programme teaches leaders how to identify and address stages of concern that employees go through when asked to change and how to use the appropriate change strategy and corresponding behaviours to address that concern. This high-involvement approach decreases the feeling of being controlled and builds momentum for change.
LAUNCH — Engaging prework assignments, including an assessment, that explain key concepts
FRAME — Activities that introduce the Stages of Concern. Explore Information, Personal, and Implementation Concerns.
BUILD — Activities based on personal work challenges that develop new skills and introduce the components of a Gap Statement. Share and discuss the sample Gap Statement.
STRENGTHEN — Introduces the third leadership strategy: Strengthen. Discuss outcomes and conduct paired discussions about Strengthen leader actions.
ENTRUST — Introduces the fourth leadership strategy: Entrust. Describe and discuss outcomes.
The Leading People Through Change® course can be delivered as four 90- to 120-minute sessions to an intact team working on a specific change initiative, or to build change leadership capability across your organisation.
This format is ideal for professionals in highly visible roles or who wish to set an example that colleagues can follow.
The Leading People Through Change curriculum offers a 35-minute fully asynchronous Overview that allow learners to form new skills. Participants work their way through engaging activities, including videos, interactive exercises, case studies, and quizzes.
The Leading People Through Change Online Overview is a 35-minute course that teaches essential skills like identifying and addressing employees’ predictable questions and resolving their concerns to increase their buy-in and commitment. Practise opportunities follow content, ensuring participants learn the concepts.
Manager-Led Debriefs: Optional manager-led debriefs for collaboration and discussion in a blended learning experience
Set of micro-activities, including videos, interactions, and worksheets, that learners can access in moments of need to support ongoing learning, performance support, reinforcement, and custom learning journeys.
70% of all change initiatives fail2 Failed or stalled change initiatives waste time and money, lower productivity and engagement, and increase employee turnover.
2. Harvard Business Review, Cracking the Code of Change.
The most successful companies stay ahead of the competition by making change a part of their corporate culture. Leaders who know how to lead organisational change proactively surface and address employees’ concerns and involve them throughout the process, which moves the entire organisation forward.
Leaders who can uncover, diagnose, and address their people’s predictable concerns reduce resistance and increase commitment to the change.
Organisational change initiatives that are led effectively are supported by employees and realise results faster.
Successful companies champion the capacity to change as part of their culture and become more resilient and agile.