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Change Management Training for Non-receptive Senior Managers
Training & Organizational Development
Change Management Training for Non-receptive Senior Managers
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
I have been assigned the task of producing a training course to address the management of change issues within our company.
We recently went through a restructuring programme that was handled badl
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Change Management Training for Non-receptive Senior Managers
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Change Management Training for Non-receptive Senior Managers
posted at 8/2/2001 3:03 AM EDT
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Posts: 3
First: 8/2/2001 Last: 8/7/2001 |
I have been assigned the task of producing a training course to address the management of change issues within our company.
We recently went through a restructuring programme that was handled badly by our managers - they were unable to appropriately handle the varied responses to change from their staff. We are about to introduce a new IT System across the company so we have to ensure the managers have the tools necessary to cope with the situation more effectively. However our managers (particularly seniors) dislike training on the whole and disregard heavy theory and management games as unrealistic and not applicable to them. Do any of you have any ideas as to how to engage the interest and participation of these individuals? Many thanks, Diana |
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Change Management Training for Non-receptive Senior Managers
posted at 8/7/2001 2:43 AM EDT
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Posts: 2
First: 8/7/2001 Last: 8/7/2001 |
Engage then in case study discussions around cases from you own company or companies similar to yours. Get material fron Harvard Business Review or from recent articles in business publications. Your point is to show that leading organization can not afford to have it's managers' heads buried in the sand. |
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Change Management Training for Non-receptive Senior Managers
posted at 8/7/2001 3:27 AM EDT
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Posts: 1
First: 8/7/2001 Last: 8/7/2001 |
I agree with the previous post: case studies are better than theory and lack of context. I would add to that "real involvement" to the extent that they can be shown key pieces of existing practice and belief intertwined into the new.
I,too, have been through a bad implementation of "change management". In practice, it was closer to Mao's "Cultural Revolution" in China where thay simply igored and "killed off" (terminated) the senior management. Now the babies can't perform the simplest basics of the business because the knowledge and key processes were gone with the "purge". The company is dying. |
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Change Management Training for Non-receptive Senior Managers
posted at 8/7/2001 5:47 AM EDT
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Posts: 3
First: 7/11/2001 Last: 8/28/2001 |
Check out http://www.experiencepoint.com for their ExperienceChange simulation. A game but very realistic. |
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Change Management Training for Non-receptive Senior Managers
posted at 8/7/2001 6:53 AM EDT
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Posts: 1
First: 8/7/2001 Last: 8/7/2001 |
What you described is probably the most common challenge any training person faces. From my experience, senior managers don't become sceptical about training overnight. They might have some bad experiences with ineffective trainers when they were still juniors. For myself, I found that half the battle was won when I won my MD over. I invested a lot of my time to sell to the most influencial convert.I started my first program for senior managers with my MD's participation as an observer. I refused to start any class when my MD was not available. He was my convert as I made him my first customer. I sought his feedback after every session. I also refused to start my first class if not all my senior managers were in the class. They would see for themselves the synergy in group training. Furthermore, I made myself available for discussion outside the classroom. I created a "new" language for them. Each class they attended, they learnt a "new" language. They felt proud and exclusive of the "new codes". It had been successful and since then most of them did not want to miss any of my training for not wanting to miss out on any "new" lingo. |
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Change Management Training for Non-receptive Senior Managers
posted at 8/7/2001 7:56 AM EDT
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Posts: 6
First: 8/7/2001 Last: 1/17/2002 |
We have incorporated mangment of change into ourloss manamgment program and it is expected that all changes follow this protocol. The lever for it's use with respect to uncooperative senior managers is the money it will save if used appropriately. The key is to perform good risk assessments. That is what could go wrong if we amek this change? I would suggest that they do not need traiing in it use, but in the theory. The expectation is that the senior managers would ensure its use before any and all changes are implemented. Others in your company that are responsible for project management and execution would be properly trained.There are a number of good progrmas on the market. Kepner- Tregoe has several as well as DNV. |
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Change Management Training for Non-receptive Senior Managers
posted at 8/7/2001 10:02 PM EDT
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Posts: 3
First: 8/2/2001 Last: 8/7/2001 |
I thank you all for your responses.
I particularly like the suggestion of getting my Director to attend the training sessions. I am aware of the immense respect our senior managers I have already arranged for him to do a video to accompany the course. I think however his personal presence will create quite an impact. It seems the common advice is to use real case studies rather than theory and ensure that managers understand the benefits of training as well as the Management of Change process itself. Thank you once again for your support. Diana. |
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Change Management Training for Non-receptive Senior Managers
posted at 8/8/2001 2:48 AM EDT
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Posts: 4
First: 7/11/2001 Last: 8/30/2002 |
A three day experiential learning session at TEAM TREK, Heber Springs, Ark
changed the culture and receptiveness of our senior leaders to valuing and empowering his department heads for their diversity of ideas and skills. Senior leaders realized through experiential learning and simulations the power of real teamwork. The exercises forced the leadership to look at themselves first and make changes. Turned our organizational culture around-we are now a real learning organization that utilizes the synergy of all people's talents. See www.teamtrek.com |
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Change Management Training for Non-receptive Senior Managers
posted at 8/22/2001 7:13 AM EDT
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Posts: 9
First: 7/31/2001 Last: 8/22/2001 |
Perhaps one other consderation may help. Managers at all levels need to be appraised as managers and that means based on "real" outcomes. If it is truly important in the organization for your managers to master change, which is a large chunk of managing, then evaluate them on how well they do this according to the results they obtain from their staff and how well they perform cross-functionally.
They're scared, too, if they're like managers elsewhere (i.e., human beings), so perhaps they don't feel they have the support they need either. |
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