Facilitating the Change Process during Reorganisations, Restructurings and Redundancies : Tools, Strategies and Best Practice
*** Please note that this course will take place in London but the exact venue will not be confirmed until 4 weeks prior to the course start date. ***
09:00 Registration and coffee
09:30 Welcome, introduction and objectives for the day
- Reorganisations, restructuring and redundancies – different reasons for change from the strategic to the operational, and consequences and impact of each
- Exploring why changes fail and critical factors to move to success
10:00 Examining common people challenges and issues during an organisational restructure
- Understanding the change process and the psychological impact of change: what you can do to manage reactions and resistance to change
- Exploring the principal stages of change and key initiatives to navigate successfully through each stage
- Assessing readiness to change in your organisation and likely resistance: diagnostic tools and approaches to manage through the barriers
- Selecting for change: exploring different options and approaches to manage the transition through a restructure. Getting from where you are now to where you want to be
11:00 Coffee
11:15 Managing redundancy: options to minimise the impact on the individual and the organisation
- Handling the meetings: skills sets to do it well, possible reactions from people, selecting who to conduct the meetings and skilling up your managers
- Managing the impact on others not affected by the redundancies
- What to do during the consultation process: how to handle the period of unknown for people
- Options and possibilities to optimise your support to the individual, and manage the impact.
What can your organisation offer and provide as an employer of choice?
12:00 The crucial role of communication in facilitating the change process
- Effective communication strategies, skills and tools to support change initiatives:
- Exploring different options and requirements at different stages
- Moving from awareness to commitment
- Sustained communication and its impact on employee relations: keeping staff informed and involved at every stage of the restructure
- The role of leaders and managers to promote the vision, model reaction, to cascade and to manage close communication, understanding and exchange
13:00 Lunch
14:00 Maximising team dynamics pre and post restructure
- Understanding teams and the process of team development:
- What happens to a team during fragmentation and change
- New teams from old
- Processes and approaches to move quickly to a new team dynamic
- What you can do to facilitate success
14:30 Equipping your leaders, managers, HR and other change agents to lead and facilitate an effective change process
- HR as business partner: HR’s value added role to lead and support change
- Assessing your leaders: what you can do to support and facilitate them as leaders of change
- Developing awareness and the skills sets to manage people through change and their reactions to change.
- Identifying and working with key players and creating change champions
15:00 Coffee
15:15 Mergers and acquisitions: additional considerations
- Why mergers and acquisitions fail
- Merging culture and values: what is culture and can you define your organisation’s values:
- Identifying the culture and values of the transferring organisation.
- What culture will prevail
- How will the transition be managed?
- The top team, and senior management: power and politics, strategy and alignment
15:45 Planning for change: project definition and management to ensure successful implementation
- Project definition: your organisation’s reasons for change - clarifying the purpose and goals and defining the scope and reach of the change initiative
- Establishing the change team, roles and champions
- Exploring the scope of impact of the change on other strategies and processes including business planning, training and development needs, performance management
- Monitoring and measuring success
16:30 End of day