Overcoming resistance to change requires outstanding social intelligence, the strategic ability to evaluate and influence other people’s emotions and relationships. Resistance to change is an inherent part of human psychology, due to fears of uncertainty and loss of stability that come with any significant organization changes. To manage and lead organizational change requires social intelligence skills that help overcome these fears, including thoughtful empathy, cultivating valuable relationships, improving teamwork, managing conflicts, exhibiting executive presence, and guiding stakeholders to achieving organizational change objectives. This presentation offers case studies on effective use of social intelligence-based strategies and provides clear take-aways to help you manage change effectively.
WHY SHOULD YOU ATTEND?
The future is becoming more and more disrupted and ambiguous: the only thing we can be certain about is the need for change to achieve organizational objectives. Yet humans have a natural resistance to change, requiring anyone who wants to bring about organizational change effectively to influence organizational stakeholders to go against human nature. To do so requires strong social intelligence, the strategic ability to evaluate and influence other people’s emotions and relationships. This training will provide you with these skills, thus greatly improving your ability to manage and lead change.
AREA COVERED
- Resistance to change
- Change management
- Change leadership
- Social intelligence
- Aligning people’s emotional drivers with organizational priorities
- Leadership skills as relating to change
- Teaching others to integrate cutting-edge change management
LEARNING OBJECTIVES
- Identify situations where resistance to change is likely to undermine organizational objectives
- Evaluate where your organization’s change management policies may be misaligned with people’s emotional drivers
- Learn best practices for using social intelligence to address change resistance
- Discover how truly outstanding leaders use social intelligence to manage and lead change
- Adapt social intelligence-informed strategies from these leaders into your own change management toolkit
- Empower others in your organization to improve their change management skills through social intelligence
WHO WILL BENEFIT?
- HR Leaders
- HR professionals
- Internal Change Managers
- Internal Consultants
- Internal Trainers
- Department Managers
- Department Directors
- Supervisors
- Vice Presidents
The future is becoming more and more disrupted and ambiguous: the only thing we can be certain about is the need for change to achieve organizational objectives. Yet humans have a natural resistance to change, requiring anyone who wants to bring about organizational change effectively to influence organizational stakeholders to go against human nature. To do so requires strong social intelligence, the strategic ability to evaluate and influence other people’s emotions and relationships. This training will provide you with these skills, thus greatly improving your ability to manage and lead change.
- Resistance to change
- Change management
- Change leadership
- Social intelligence
- Aligning people’s emotional drivers with organizational priorities
- Leadership skills as relating to change
- Teaching others to integrate cutting-edge change management
- Identify situations where resistance to change is likely to undermine organizational objectives
- Evaluate where your organization’s change management policies may be misaligned with people’s emotional drivers
- Learn best practices for using social intelligence to address change resistance
- Discover how truly outstanding leaders use social intelligence to manage and lead change
- Adapt social intelligence-informed strategies from these leaders into your own change management toolkit
- Empower others in your organization to improve their change management skills through social intelligence
- HR Leaders
- HR professionals
- Internal Change Managers
- Internal Consultants
- Internal Trainers
- Department Managers
- Department Directors
- Supervisors
- Vice Presidents
Speaker Profile
Known as the Disaster Avoidance Expert, Dr. Gleb Tsipursky has over 20 years of experience empowering professionals and organizations to avoid business disasters by addressing potential threats, maximize unexpected opportunities, and resolve persistent personnel problems. The author of the national bestseller on avoiding disasters, The Truth Seeker’s Handbook: A Science-Based Guide, Gleb also published over 400 articles and was featured in over 350 interviews, including in Fast Company, CBS News, Time, Scientific American, Psychology Today, The Conversation, Business Insider, Government Executive, Inc. Magazine, and many other venues. Gleb serves as the CEO of the boutique consulting firm Disaster Avoidance Experts, …
Upcoming Webinars
Managing Toxic & Other Employees Who Have Attitude Issues
Effective Onboarding: How to Welcome, Engage, and Retain Ne…
Analytical Method Validation Under Good Laboratory Practic…
Do's and Don'ts of Documenting Employee Behaviour, Performa…
Sunshine Act Reporting - Clarification for Clinical Research
Onboarding New Hires: Leverage the Potential of Artificial …
Do's and Don'ts of Giving Effective Feedback for Performanc…
Tattoos, hijabs, piercings, and pink hair: The challenges …
Using Behavior Based Interviewing for Finding the Best Matc…
How to Document Employee Discussions and Why it is Important
Project Management for HR, Administrative Professionals, an…
Stressed Out: How to Handle Conflict, Difficult People and …
Harassment, Bullying, Gossip, Confrontational and Disruptiv…
Marketing to Medicare or Medicaid Beneficiaries - What You …
Understanding the Artificial Intelligence Landscape
Best Practices for Working With Vendors and Suppliers
Accounting For Non Accountants : Debit, Credits And Financi…
Principles & Practices for the Cybersecurity of Legacy Medi…
Independent Contractor vs. Employee New Rule Issued by The …
The Top Ten Excel Functions Everyone Should Know
Ultimate Persuasion Strategies! - Secret Influence Tools & …
Clinical Trial Systems: The Trial Master File (TMF) and Ele…
Dealing With Difficult People In Life & Work
Improving Employee Engagement & Retention Through Stay Inte…
Fair Lending in Q2 2024: new regulations, examinations, and…
FDA Regulation of Artificial Intelligence/ Machine Learning
Form 1099 Update 2024: Latest Forms, Rules and Reporting Re…
Coming Soon - New Minimum Salary Levels for Exempt Employee…
Beyond ‘Illegal’ Interview Questions: What Recruiters & Hir…
Bootcamp for New Managers and Supervisors: Avoid These 7 Mi…
Writing Techniques for Auditors and Risk Management Profess…
Coaching & Retaining Your Talent – Putting the WOW into Qua…
Outlook - Master your Mailbox - Inbox Hero Inbox Zero
Emotional Intelligence: Mastering the Emotions of Great Lea…
Building Fair Chance Hiring Policies in 2024
Effectively Handle Toxic People for Better Productivity and…
Third-Party Relationships: Risk Management: What All Bankin…
HR 101 - Bootcamp Basics for New Human Resource Professiona…
How to Manage and Resolve Conflict in the Workplace
Impact Assessments For Supplier Change Notices
Performance Management with Bottom-Line Results
How to Give Corrective Feedback: The CARE Model - Eliminati…
Human Error Reduction Techniques for Floor Supervisors
Credit Risk Discipline Tools - Implementing 14 Tools for Cr…
FDA Compliance And Laboratory Computer System Validation