Starting the Change Process

Target Audience
Expected Duration
Lesson Objectives
Course Number

Every story has a beginning, a middle, and an end. The majority of organizations consider change as a new beginning--a bright new day. But is that really the case? Ask your employees how they feel about change, and they'll often say, 'It's unnecessary--we're doing just fine as we are.' For them, change is the end of an era; an abrupt cessation of a comfortable way of life. It's your job to ensure that your employees understand why change is happening, how it will affect them, and how they can benefit from it. 'Beginning the Change Process' will help you to understand whether change, from whatever source, is really necessary; enable you to lead change effectively; and equip you with strategies to make a compelling case for change. The first steps to change are the most important of all. Bring your employees on board from the outset, and you'll smooth the way for productive change that is supported--and even championed--by your employees.

Target Audience
Managers, team leaders, and supervisors who are responsible for implementing change.


Expected Duration (hours)

Lesson Objectives

Starting the Change Process

  • recognize the benefits of clearly understanding the purpose for making change.
  • distinguish between change and transition.
  • in a given scenario, determine whether change is necessary.
  • categorize examples of elements of the change equation as equal to zero or greater than zero.
  • recognize the benefits of leading the change process.
  • use influencing styles appropriately in a given scenario.
  • match influencing styles with examples of those styles.
  • use sources of power to lead change in a given situation.
  • identify examples of sources of power.
  • recognize the benefits of making an effective case for change.
  • make the case for change by communicating with individuals with different social styles in a given situation.
  • match social styles with examples of those styles.
  • make recommendations in a given scenario to ensure that all personal styles are adequately accommodated.
  • in a given situation, effectively target a strategy for communicating change.
  • match the groups on the change adoption curve to characteristics associated with each.
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