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Leading People Through Change

„We have used Blanchard's Leading People Through Change globally to manage product launches and roll out our global management program." — Garry Ridge, CEO, WD-40 Company

Achieve Desired Change and Enhance Business Performance

Organizational change is a fact of business life. New opportunities, new products, and new business initiatives are exciting moments that signal change and disruption. Most of these change efforts require significant adjustments in how large numbers of people get work done. Leaders need the buy-in and commitment of the people who are being asked to change.

Change is never easy. Roughly 70% of change efforts fail or are derailed. Failure of an organizational change can lead to destructive outcomes, such as low productivity and morale, unmet expectations, wasted time and money, and increased employee turnover.

Leading People Through Change teaches leaders how to identify and address the typical questions that employees raise during a change, as well as how to use the appropriate change strategy and corresponding behaviors to resolve concerns. These change strategies are used to address the most common causes of failure in an organization and to adapt to the predictable stages of concern. The model that is presented in this program can be applied to all types of change efforts, including mergers and acquisitions, business process reengineering, sales force expansion, and technology implementations.

Learning Outcomes
When leaders know the concerns people have regarding an organizational change andLeading People Through Change the reasons why a change typically fails, they can employ a series of strategies and tactics to overcome obstacles. By using the change model that is taught in this program, organizations can expect the following results:

  • Positive effects on productivity, morale, and leadership development 
  • Increased “capacity to change” and an adaptive environment where change is effectively implemented on an ongoing basis
  • More buy-in and less time to achieve the desired performance
  • The development of business-wide change management capabilities

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Participant opinions

Emotional intelligence

It provided useful information and contained very new knowledge in Hungary.

Zoltán Gyűrű - Hödlmayr Kft.

Conflicts in teams

It is useful for individuals concerning self-knowledge and useful for the team as it emphasizes that we are different although we can still change.

István Kaposvári - ELMŰ Nyrt.