Workshop Overview

Change in any organisation is an increasing certainty. Being able to manage people through change is a key competency.

Helping your people through change is one of the most important leadership responsibilities.

Why do people need leading through change?

People fundamentally do not like uncertainty and any chance brings uncertainty. For this reason and others people do need helping through change.

How different is positive and negative change?

It depends what sort of change but it can be surprising how people react very similarly to both.

Do individual people’s reaction to change differ?

Absolutely. A person’s work style and personality will often drive how they react to change. And their reaction may be very different from their logical considered thoughts on the change.




Pre workshop activity

  • Meeting to discuss the participant’s needs and those of the organisation
  • Draft workshop outline tailored to your needs
  • Agreement of agenda
  • Participants complete a short questionnaire on their experiences of change:
    • How have your people reacted to change previously?
    • How well has your organisation / team implemented change?
    • What change has your team experienced?
    • Do your people react differently to positive and negative change? Sounds a silly question at first but it is worth asking.
    • Is the organisation’s perception of positive change the same as each person’s perception?


  • Half a day to a full day, or two half days.


Typical Agenda

  • Introduction & objectives
  • Challenges with change
  • Why is change a challenge?
  • Work Style Model – understanding our approach to change
  • Steps to accepting change model
  • Helping your team through change
  • Developing the culture to embrace change
  • Individual actions for each team member to help them through change
  • Managing expectations
  • Tactics to help people through change
  • Inward v outward focus
  • Workshop summary
  • Personal actions

Post workshop activity

  • Participants leave with individual actions
  • Email follow up of personal action plans
  • Suggested conversation with their line manager on their actions
  • Optional WebEx conference call follow up on these actions
  • Optional 121 coaching
  • ITD blog with further tips and suggestions


Client feedback

  • “The workshop was very engaging and our guys were working on their challenges throughout the session.”
  • “Good comfortable atmosphere created from the start.”
  • “Achieved exactly what I wanted.”

Participant comments

  • “Very interesting.”
  • “I had not looked at leadership in this way before.”
  • “The difference between leading and managing is very distinct now and hugely important.”
  • “It has totally changed how I view my role; I am a leader first and a manager second.”


Call or email ITD to explore how we can help your people become more efficient at work



Managing people through change – Case Study

The finance team – based in Cambridge. We have worked with this finance team on a number of occasions through the years


The finance team had been through amajor change programme focussed on moving part of their function to a central services function in a different country. This meant a break up of the team and some distress. Now that this process had been complete the team needed to rebuild.


The Director recognised the need for an activity which would help the team move on from the enforced change they had experienced. He wanted them to draw a line on the past challenges and focus on the future. But he also wanted them to have fun and start to think of themselves as a new team.


We put together a mix of facilitated sessions with a blend of discussion, fun activities and team working which all pointed to the future. This was a 2 day session based in a boutique hotel in London.

  • What are we going to say goodbye to?
  • What is exciting about the future?
  • How can we show the future visually – create a TV advert?
  • How are going to support each other?



The main outcomes of this session were:

  • The team said goodbye to the past and embraced the future.
  • The team created not just a new culture but an entire identity for their team.
  • The energy that was produced during and following the session created an amazing atmosphere.

What the participants said

  • “The session produced everything I might have hoped for and a great deal more.”
  • “The office has been taken over by all of our efforts last week, it’s brilliant!”
  • “The Quam is now a part of everything we do, quite remarkable!”
  • “ITD did a brilliant job; superb blend of facilitation, suggestion and creativity.”
  • “The activities were excellent, especially making the TV adverts!”



Managing the Team Through Change

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