Change is exciting for anyone who loves opportunities to grow, learn about new things, or shift the status quo. Change can also be a mental and emotional challenge, leading to expressions of fear, denial, resistance, and anger.
DurationChange is exciting for anyone who loves opportunities to grow, learn about new things, or shift the status quo. Change can also be a mental and emotional challenge, leading to expressions of fear, denial, resistance, and anger.
Fortunately, we can take concrete steps to de-fang change, utilizing Social and Emotional Intelligence to understand how people – ourselves and others – process and respond to it.
In the nonprofit sector, change management practices are essential for navigating the big, inevitable inflection points: when new leadership emerges, internal culture shifts, or leading a community in a new direction.
As a process and strategy, change management is also vital for improving performance outcomes and responding to environmental shifts in funding, finance, and politics.
Leaders must understand not only the theory and process of change, but how to help people overcome their resistance and pitch in. This powerful two-day workshop marries the 26 research-based competencies of Social and Emotional Intelligence with John Kotter’s pioneering eight-step process for leading any group through needed changes.
Participants will also gain a powerful framework for influencing change in their own teams, no matter how big or small, by reading and unpacking the New York Times bestseller Our Iceberg Is Melting.
Learning Objectives
At the end of this course, you will be able to:
Demonstrate awareness of your personal style regarding change, your response to new or unexpected situations, and the responses common to people on any team.
Recognize how to improve your response to change, based on your personal style.
Explain how the change management process works.
Identify the eight steps of Kotter’s change-management model for successfully driving a change process.
Name strategies for identifying organizational resistance to change, and approaches for managing it.
Describe communication techniques to help others better support your change agenda.
Audience
Staff managing programs up through executive leadership
GCN was formed in 1990 to provide a mechanism for growing social impact by supporting the infrastructure and policy needs of Georgia’s nonprofit industry.
Starting as a project of the Community Foundation for Greater Atlanta, GCN is now one of the largest capacity building organizations in the country and a nationally recognized solutions provider for the nonprofit sector.
Our Mission
GCN creates thriving communities by helping nonprofits succeed.
Our work revolves around four primary areas of focus. In short, we are:
A hub for social innovation
A capacity accelerator for organizations and their people
Georgia’s largest association of nonprofits and its industry champion
An influential convenor of changemakers
Our SHRM Essentials of Human Resources program provides a foundational overview of HR practices and behaviors. Through real-world applications and scenarios, you will be introduced to fundamental HR topics to help you effectively approach the challenging situations that you face in the workplace.
In today's fast-paced environment, mastering the art of leading transformational change is crucial for sustainable growth. Navigating Change for Growth equips you with the skills needed to drive change initiatives successfully within your organizations.
Sprintzeal's Change Management for Leaders Training Program helps enhance your leadership potential. This training program is meticulously handpicked and curated by industry experts to empower leaders with the skills and insights needed to thrive in organizational change operations.
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