• To understand the reasons why people resist change
• To learn strategies for addressing and overcoming resistance to change
• To develop the skills needed to manage resistance to change within an organization

• The presentation will begin with a discussion of the common reasons that people resist change, including fear of the unknown, loss of control, and lack of understanding or buy-in.
• Next, strategies for addressing and overcoming resistance will be explored, including the importance of effective communication, stakeholder engagement, and providing support and resources to help people adapt to change.
• The final segment of the presentation will focus on managing resistance within an organization, including the role of leadership in setting a clear vision and strategy for change and creating a culture that is open to and supportive of change.

• The presentation will include theoretical elements, such as the reasons that people resist change, as well as practical elements, such as strategies for addressing and overcoming resistance.
• 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)

• Force Field Analysis: This framework involves identifying the forces driving and resisting change and developing strategies to address and overcome resistance.
• Kübler-Ross Change Curve: This framework identifies five stages of change: denial, anger, bargaining, depression, and acceptance. The Kübler-Ross model can be used to understand the emotions and reactions that people may experience during the change process and develop strategies for supporting them through each stage.
• McKinsey 7-S Model: This framework identifies seven factors that can impact organizational change: strategy, structure, systems, style, shared values, skills, and staff. The McKinsey 7-S model can be used to assess an organization’s readiness for change and identify any areas that may need to be addressed in order to successfully implement change.

• Force Field Analysis can be used to identify and address the forces driving and resisting change within an organization.
• The Kübler-Ross Change Curve can be used to understand the emotions and reactions that employees may experience during the change process and provide appropriate support and resources.
• The McKinsey 7-S Model can be used to assess an organization’s readiness for change and identify any areas that may need to be addressed in order to successfully implement change.

At the end of this session, participants will have a deep understanding of the reasons that people resist change and will have the skills and knowledge necessary to effectively address and overcome resistance. They will also have the tools and strategies needed to manage resistance to 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.