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Change Management For Managers: The No Waffle Guide To Managing Change In The Workplace
Change Management For Managers: The No Waffle Guide To Managing Change In The Workplace
Change Management For Managers: The No Waffle Guide To Managing Change In The Workplace
Ebook42 pages27 minutes

Change Management For Managers: The No Waffle Guide To Managing Change In The Workplace

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About this ebook

Worried how your team or organization are going to manage the changes that are due to occur in your organization? Have a team of employees who are resisting changes that are already underway? If that’s the case then this book will help guide you through the pitfalls and provide you with a workable approach to help your team/employees adapt to the changes.

What will I learn?
- An understanding of the various psychological factors at play when change is introduced to employees.
- Psychological methods to gain commitment and support for the changes.
- A model to help you identify why changes are not being implemented in the workplace.
- How to create a sense of security and retain your team, or your organisation’s focus whilst the changes take place.
- An awareness of the most common pitfalls of change programmes
- How to use Appreciative Inquiry to create a positive change programme.

How will this book benefit me?
You can gain more commitment and support for the changes you need to implement in to the workplace. If you do experience some resistance, you will be able to use one of the models to help you understand what is preventing the changes to take place. Once you have identified the barriers you can start working to address these.
You will have the skills to create a positive programme of change in your organization. You will be able to pull out the very best of what your team currently do and build on this to further increase your organisation’s success.

About the Author
Louise Palmer is a business psychologist, solution focused therapist and managing director of her own UK based training company. Having worked in the psychology field for over 10 years, she has trained all levels of manager to manage change effectively in the workplace.

LanguageEnglish
PublisherLouise Palmer
Release dateFeb 2, 2016
ISBN9781311454775
Change Management For Managers: The No Waffle Guide To Managing Change In The Workplace

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    Book preview

    Change Management For Managers - Louise Palmer

    Change Management for Managers

    The No Waffle Guide To Managing Change in the Workplace

    By Louise Palmer

    Copyright © 2014 by Louise Palmer.

    All rights reserved. No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the publisher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law.

    Types of Change

    Five Laws of Organisation Development

    Transition Management Process – Involving the Employees

    Resistance to Change

    ADKAR

    Emotions to Expect During Change Programmes

    The Three Phase Process of Change

    Why Transformation Efforts Fail

    Appreciative Inquiry Method for Change Programmes

    Types of Change

    There are two different types of change, planned and emergent. In the 1940’s Kurt Lewin developed the notion of planned change. He suggested that change is deliberately planned and subsequently embarked upon in organisations (Marrow 1977). They can move from one stable state to another in a pre-planned manner.

    Emergent change does not see change as a planned event, instead it views change as a continuous process. This a more realistic view of how many workplaces experience change in today’s climate. If you can encourage your employees to view change as the norm, they will be far more receptive to changes you introduce in the workplace.

    Five Laws of Organisation Development

    There are five laws of organisation development in relation to workplace change or transition:

    1. An individual may cope well with the changes initially but this could change at any moment. At the beginning of the change programme, the individual might have appeared to be coping well with the changes, however, as time progresses the continued uncertainty is straining their personal resources.

    2. Successful outcomes will no doubt encourage challenge. Success leads to change. Change can be challenging whether it is considered positive or negative. The organisation might not have the resources to manage the changes. This is often seen

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