Change Training: Leading Organizational Change Efforts

Change is here to stay; there’s no doubt about it. But in today’s empowered workplace, leading organizational change has changed. What was once the role of senior management is now the day-to-day responsibility of individuals throughout the organization, from the execs at the top of the pyramid to the frontline employees at the base. Everyone is responsible for managing change.

And that’s good news. Why? Because studies show that managing change in organizations is more successful when implemented by the people who have the most impact on employees. Regardless of authority or position, the ability to champion organizational change has become a key factor in professional and organizational performance.

This webinar is based upon research from Leading Change at Every Level, a self-assessment and training workshop that measures skill level and develops the five behaviors of effective change leaders: modeling the change, communicating about the change, involving others in the change, helping others break from the past, and creating a supportive environment for change.

Participants will learn to:

• Understand why change initiatives fail and how to ensure their success.
• Implement a framework to actively lead change efforts.
• Plan for the success of future change through close evaluation of the current initiative.
• Identify, acknowledge, and manage resistance to ensure an efficient transition.
• Apply techniques for increasing and gaining commitment to the change.

You should attend if you are:

• A training or HR professional who delivers training.
• An independent training consultant.
• A manager who delivers or purchases training as part of their role.

Presented by:

Alberta Lloyd co-founded and was Vice President of Coleman Management Consultants, Inc., (CMC), based in Atlanta, Georgia from 1980 until August 2013. The firm worked with organizations to assist in utilizing their human resources to their full potential. Over the years Ms. Lloyd provided services such as: specialized training for women and/or minority professionals; diversity awareness and skills training; personal empowerment training for executives, managers and the general employee population. She conducted employee opinion surveys, worked with Diversity Councils and Affinity groups within organizations. As needed she completed Mediation services and was trained in the facilitation of Coaching and Learning Circles to teach the skills of Peer Coaching. She also provided individual and group coaching for over one hundred high potential employees in one organization.