• The role of leaders in driving and managing change
• Effective communication strategies during times of change
• Engaging employees in the change process
• Developing the skills needed to lead and manage change

• The presentation will begin with a discussion of the role of leaders in driving and managing change, including the importance of setting a clear vision and strategy for change.
• Next, the importance of effective communication during times of change will be explored, including the use of clear and consistent messaging and the role of active listening.
• The presentation will then cover strategies for engaging employees in the change process, including the importance of involving employees in decision-making and providing support and resources to help them adapt to change.
• The final segment of the presentation will focus on developing the skills needed to lead and manage change within an organization, including the importance of adaptability and flexibility.

• The presentation will include theoretical elements, such as the role of leaders in driving and managing change, as well as practical elements, such as strategies for communicating and engaging employees during times of change.
• Practical exercises will be included as part of the session, such as role-playing and group discussions, to allow participants to apply the concepts learned to real-world situations.

(included in Half-Day and Full Day sessions)

• Action Research Model: This framework involves a cyclical process of planning, action, observation, and reflection, which allows leaders to experiment with different approaches and make adjustments as needed in order to drive and manage change.
• Appreciative Inquiry: This framework focuses on identifying and building upon the strengths and successes of an organization in order to drive positive change.
• Kanter’s 10-Step Change Model: This framework outlines a process for driving and managing change, including creating a sense of urgency, forming a coalition, developing a vision and strategy, communicating the change, empowering others to act, creating short-term wins, consolidating gains, and institutionalizing new approaches.

• Action Research Model: This framework can be used in work settings by involving employees in the change process and encouraging them to experiment with different approaches and make adjustments as needed. This can help to create buy-in and ownership of the change and increase the likelihood of success.
• Appreciative Inquiry: This framework can be leveraged in work settings by focusing on identifying and building upon the strengths and successes of the organization in order to drive positive change. This can help to create a positive and supportive culture and engage employees in the change process.
• Kanter’s 10-Step Change Model: This framework can be used in work settings by following the steps outlined in the model, including creating a sense of urgency, forming a coalition, developing a vision and strategy, communicating the change, empowering others to act, creating short-term wins, consolidating gains, and institutionalizing new approaches. This can help to ensure that all necessary steps are taken to successfully implement change.

At the end of this session, participants will have a deep understanding of the role of leaders in driving and managing change and will have the skills and knowledge necessary to effectively communicate and engage with their teams during times of change. They will also have the tools and strategies needed to lead and manage change within their organization and support their colleagues through the change process. This will enable them to effectively navigate and lead change within their organization.