Making Change Work

Overcome objections and gain people’s buy-in to workplace change

The graveyard of modern business is littered with failed changes and organisations that failed to change. But change can represent an opportunity when managed well. This workshop combines a close look at psychological reactions to change with a strong focus on practical tools. Participants explore what makes change succeed or fail by looking at real-life case studies and drawing on their own experiences. This will lead them to gain the skills to plan, implement and sell change in a way that creates positive outcomes.


By looking closely at the people dimension of change and asking what makes the difference between resistance and buy-in, participants will build their understanding of how change is received in the workplace. They will then combine this with a comprehensive change communication toolkit to learn to select the right strategy for a specific change context. The emphasis throughout is on working with those affected by change to minimise unproductive resistance and gain buy-in.

The workshop is based on proven change management methodologies, with the chance for delegates to work through how they apply to their own situation. Delegates are encouraged to bring along specific issues to discuss, if any exist.

This topic can also be delivered as a coaching session, as part of an integrated programme, or via an alternative learning method such as e-learning. It can also be adapted to suit your specific needs, including adjusting it to a half-day workshop with a narrower focus, or a two-day in-depth workshop. If you are interested in any of these options, please contact us.



At a Glance

Who it's for:

Change managers
Managers at any level
Managers responsible for implementing change

What it covers:

What makes change succeed or fail?
Key factors to consider for change programmes
The psychology of change
Change versus Transition: the speed of change
Identifying ‘change killers’ and planning for them
Selling change
Consultation: making change co-operative
What to do when change stalls or derails
Monitoring and managing change
Breaking change down to manageable parts
Inspiring people to change

What you'll get:

Skills to plan out the ‘hard’ elements of change
Understanding of the psychology of change
Ability to identify obstacles and address them
Skills to explain change and gain buy-in
Techniques for planning and implementing change