Creating Organizational Readiness for Change


The business world is a place of constant change.  Some organizations transition better than others through organizational change. Some organizations proactively opt to change to take advantage of new growth and opportunities – they recognize gaps and develop the abilities to meet those gaps; other organizations are forced to change in order to survive and remain competitive.  Regardless of why an organization is initiating change, leaders need to understand how organizational transitions affect people. Without a clear understanding of how employees are affected and how they often react to change, the job of managing workplace change can be especially difficult.  Creating readiness for change will position an organization to respond proactively to challenges that come with organizational change.

Course Description:

This one day course is designed to help leaders identify ways in which organizational transitions affect people.  This course will focus on practical strategies that organizations can use to create readiness for change and support staff throughout transition. 

Course Goal:

At the completion of this 1-day (7-hour) course, you will be able to:

  •  To examine the approaches used within your organization that create resistance to change
  • Develop a plan to leverage organizational strengths to assist in organizational change

Learning Outcomes:

Upon successful completion of this course, you will:

Be introduced to essential 21st Century organizational approaches

  1. Understand the common triggers that stop people from accepting, understanding and/or taking action about changes they face, regardless of the context
  2. Understand why there is seemingly natural resistance to change – no matter how we frame it ‘good or bad’
  3. Identify the predictable and sequential stages that we all experience in any given transition
  4.  Be introduce to a organized approach to dealing with organizational changes

Delivery Methods:

Lecture vignettes, group discussion, case studies, and development of a personal “action plan”.

Course Topics/Content:

1. 21st Century Organizations

  • Compare and Contrast
  • The Dilemma of the Skills Gap

2. Organizational Change

  • What Makes an Organization Effective at Change Management?

3.  Understanding Change:  Part I

  • The Trapeze Bars
  • Our Identity our Competency

4. Understanding Change: Part II

  • The Change Cycle
  • Physiology of Change

5. What do People Need to Change?

  • Effective Strategies

6. Implementation/Sustainability

  • Letting Happen, Helping it Happen, Making it Happen
  • 80/20 Rule
  • Stages of Implementation
  • Next Steps?


 Leaders and Organizational Culture


 Whether you are leading an organization, a department, or a team, it has a unique culture.  Organizational culture is a powerful but often overlooked force. Whether it is at an organizational, departmental, or team level, your workplace culture can make the best business strategy fail or flourish. Workplace culture can make employee engagement soar or fall.  Left unattended, it will form on its own, and may become counterproductive to the leader’s or the organization’s vision and business goals.

Course Description:

This two-day course is for leaders – formal and informal – who are interested in learning how organizational culture forms, why culture is important, and the role a leader can play in shaping the culture that supports business goals. 

Course Goal:

At the completion of this 2-day (14-hour) course, you will be able to:

  • Examine the degree of alignment between your current culture and business goals, and identify “danger spots”.
  • Form a personal “action plan” to shape and influence your culture towards the preferred state.

Learning Outcomes:

Upon successful completion of this course, you will:

  1. Examine the linkages between vision, mission, strategy/business goals, and organizational culture.
  2. Learn about common types of organizational culture.
  3. Learn how to profile the current and preferred state of your organizational or departmental culture.
  4. Consider whether your culture helps or hinders the achievement of your business goals.
  5. Examine your beliefs and values as a leader, and their impact on the culture in your organization/department.
  6. Explore opportunities to shape and influence your organizational culture.


Prior to the course, review your company’s vision, mission and strategy/business goals.  If available, bring a copy to the workshop.

Delivery Methods:

Lecture vignettes, group discussion, case studies, and development of a personal “action plan”.

Course Topics/Content:

1. Why does organizational culture matter?

  •  Vision, mission, strategy, and organizational culture
  • “Culture eats strategy for breakfast” (Peter Drucker

2. Common types of organizational culture:

  • 4 major culture types
  • How do we recognize “a culture”?

3. YOUR organizational culture and your business goals:

  • Organizational Culture Assessment
  • Assessing your organizational culture

4. The ways culture forms:

  • Values and assumptions
  • Philosophy and values of the leader are often key!
  • Ways we can identify values and assumptions

5. Your beliefs and values as a leader:

  • Which culture type resonates with you personally?
  • How are your personal beliefs aligned with the organizational culture?

6. Your “action plan” to shape and influence your culture:

  • Your Company’s Culture in 6 months