Leadership Skills Required for Managing Organizational Transformations
Only 54% of change initiatives succeed, according to a 2013 survey by Strategy & Katzenbach (PWC). The survey reinforces the difficulty in change initiatives. But change is inevitable if organizations are to transform their business models to meet changing market conditions, disruptions, customer expectations and regulatory compliance. To drive successful change initiatives, organizations need effective leaders who can involve the entire organization in identifying, implementing, managing and sustaining critical change initiatives to meet both short- and long-term goals.
Designed for today’s businesses and organizations, the Leading Change Workshop focuses on developing leaders who can effectively lead transformation and change during difficult times.
Lead Change with Vision
Build leadership competencies to lead others, not only for change initiatives, but also for your day-to-day business operations and management of your team. Learn to manage diverse cultures and create an environment for all to thrive within your organization or team.
Manage the Transformation
Better understand why change initiatives fail to avoid the pitfalls. Learn how to empower your team and enforce effective communication to get the best out of their efforts.
Real-Life Case Studies
Get real-life case studies and practical applications of change initiatives, an interactive environment to learn from your peers and practical change initiative models you can implement in your organization.
Appreciate executive core qualifications associated with leading change. We will explore core qualifications required to bring about strategic changes, both within and outside of the organization to meet short-and long-term goals.
Identify major forces and conditions driving the need for change within organizations in general, and their respective departments in particular. We will examine key stages of organizational changes, economic and social forces driving the need for major changes within organizations and other triggers.
Define current state, desired state and gaps that need be addressed by their change project, and pin down a specific entry point that the change will focus on.
Anticipate possible responses from players and stakeholders to change management and identify ways of addressing them.