Change Management for Leaders

Subjects

Change Management

Changes in the environment leading to adjustments in strategy, structure, culture, or processes require executive leadership. Employees need to understand why a change is necessary. And they need to understand the purpose of new concepts and why they are fundamental to future success. But above all, they need to understand what the change demands of themselves and how their behavior can be beneficial or a hindrance in the process.

Lead to Implement

New strategies, structures, and concepts that come from "higher up" are rarely met with enthusiasm. Skepticism and mistrust, or even a wait-and-see attitude, prevail. Only a few see change as an opportunity. Then again, implementing change is hardly possible at the touch of a button or by decree. But positive results are mainly achieved at the operational level, i.e., by the employees who are - at least partially - negatively opposed to the change.

• Achieving acceptance for change
• Change management as a core management task
• The most common implementation barriers from practice

Successful Implementation through Leadership

A successful implementation requires full commitment and deep knowledge of the principles of change management:

• Phase model for successful change management; implementation concept
• Creating a common "higher goal"
• Anticipated psychological stress as an implementation amplifier
• Creating a sense of achievement and reinforcing change
• Modeling expected behavior
• Promoting cultural change by example
• Controlling the implementation process

Change Leadership

Good leadership is easy when the employees’ and the company's objectives are largely aligned. However, this is rarely the case when major changes happen. The personal behavior, i.e., leading by example, is therefore of great importance. The seminar illustrates how to successfully shape change through personal leadership performance.

• Successful leadership
• Analyzing and understanding leadership behavior
• Examining leadership behavior
• Leadership for change
• Leading authentically