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HRTrainOnline is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. ?

1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

Overview:

Change is hard - but necessary. We have all witnessed the demise of companies that failed to change with the times, even when it was obvious that they should. Remember renting videos at Blockbuster? Whatever happened to them? Early on it was obvious that Netflix offered a far superior model to accessing movies but it was difficult for the people at Blockbuster to make the change to a similar model.

Likewise, when we must change because our organization is changing, it is often difficult for us. At the very least, it requires extra energy to engage ourselves in the process, and at the worst, it pushes us so far out of our comfort zone that we either dig in our heels and rebel or we lose our spirit to be enthusiastic.

This webinar covers four critical areas of change:

Why Change?
Larry reviews the reasons that change is necessary. Some people enjoy change for its own sake, but most will resist if the reasons for the change are not clear.

Dealing With The Psychological Effects of Change
Larry introduces the “Morale Curve.” Based on research from the Menninger Mental Health Clinic, this curve helps you understand the psychological rollercoaster that major change will very likely impose on you.

Healthy Responses To Change
Larry reviews the PAL® model, which describes the three healthy responses that humans can apply to any situation in which they are unhappy: Proactive Change, Acceptance and/or Embracing, and Leaving the situation. This model is particularly helpful during the Anger phase of the Morale Curve.

Leading Change
Larry discusses the challenges of leading change from the perspective of a manager and/or an informal leader. He covers the need to manage the pain of the change by applying a formula that addresses the various types of pain that people are experiencing as they progress through a change process.

Why you should Attend: The pandemic has turned the world upside down. For almost three years now, change has been the norm. Science has shown us that major changes in our lives, whether good or bad, can significantly affect our performance and our sense of well-being. According to Walter Menninger of the Menninger Clinic in Topeka, Kansas, when you go through a major role change in your life, you will often experience four predictable stages of psychological functioning:

Stage 1 Excitement. You’ve decided to accept the new role and the reality of that decision is now sinking in. This brings on feelings of elation, euphoria, and motivation, as well as feelings of apprehension, fear, and panic.

Stage 2 Disillusionment. You’re now involved in the new role and you start to notice that everything is not as it had appeared to be when you decided to pursue the role. Along with all the excitement, there are some negative surprises you now discover.

Stage 3 Anger. Eventually the frustration you are feeling will translate into anger. This anger brings about an improvement in spirits and an increased chance for success, but must be handled carefully.

Stage 4 Integration. You’ve mastered the awkwardness that accompanies the new role and are ready to integrate it into your life. Some people reach this stage with a new sense of direction, and a readiness to make the best of it. Although it is not what they originally thought it would be, they basically like what they are doing. Others are not so lucky and must deal with feelings of disappointment and sadness they did not expect.

This webinar offers you the tools and insights to navigate these stages successfully so you are prepared to conquer the next major change – because there will always be another coming down the pipe at you.

Areas Covered in the Session:

• Adapt to new roles and organizational changes so you stay ahead of the curve - changing what we do and how we do it can be daunting for many of us, especially when it’s in untraveled territory
• Overcome your own resistance to change, which is a natural response. Change can be scary and at the very minimum, requires us to exert energy we normally would not have to exert
• Manage the psychological roller coaster that is a natural part of change - Menninger’s Stages of Response To Change are not so much to be avoided as to be embraced and adapted to our individual situations
• Discern fear vs. excitement as you see change approaching - each can work for you if you handle them correctly
• Control post-change nostalgia for the past - it’s tempting to wish for the “good old days” when we are in the midst of change
• Engage the up and down feelings that change often spawns - these feelings are natural and can help us to get through the change process successfully
• Prepare to embrace each change that comes at you - because in today’s world, more change is inevitable
• Enhance your chances for job security (not an oxymoron) - organizations are always changing and they tend to stick with those who help rather than hinder the changing process
• Enjoy your job more and have fun in the face of doing more with less
• Identify the differences between things you can change and things you cannot
• Replace whining and pity parties with proactive, positive performance
• Move forward with your life by creating your own pocket of excellence

Who Will Benefit:

• Anyone who is new to being a Team Leader
• Supervisor or Manager