Change Management: How To Drive And Adapt
4.3 (21 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
1,900 students enrolled

Change Management: How To Drive And Adapt

Take Your Organization to the Next Level by Embracing Change, Improving Your Communication with a Proven Framework
4.3 (21 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
1,900 students enrolled
Created by Doru Catana
Last updated 8/2018
English
English [Auto-generated]
Current price: $69.99 Original price: $99.99 Discount: 30% off
5 hours left at this price!
30-Day Money-Back Guarantee
This course includes
  • 1.5 hours on-demand video
  • Full lifetime access
  • Access on mobile and TV
  • Certificate of Completion
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What you'll learn
  • Successfully implement a change policy in their business
  • Adapt to new business environments and take fast decisions
  • Improve their communication skills
  • Have a framework to effectively take action and implement change
  • Deal easier with adversity
Requirements
  • This course requires no previous knowledge
Description

Look, I'll cut through all the fluff and hype.

This course is for those that want to change something for the better.

Be it the way you communicate with your team, speeding up production, improving customer lifetime value or any goal that you can track and measure, this course can help you.


It covers everything you need as far as change management goes.


  • Starts out with covering the foundational concepts like, WHY CHANGE? and WHAT IS CHANGE to you?

  • Then goes over the essential skill to lasting change, effective communication.

  • Continues with the actual framework to implement change. A practical guideline that you can apply and see results not 1 year from now, not 6 months, but in days of watching this course.

  • And since I am committed to this being a practical course I even talk about the main problem with successfully implementing change, dealing with adversity.


Because we all know what needs to be done. Yet we don't do it.

So the problem is not lack of know-how, but rather one of follow through.


The format is not "I talk, you listen.'

It's I share insight, you apply that insight to your own goals and take action.

The course is filled with practical exercises that will help improve the way you currently do things.


Once again, I want to emphasize the fact that this is not a "learn some formal concepts about change management" course or something that applies to 500+ employee organizations only.

This course will allow you to change something as simple as your daily routine to increase personal productivity while at the same time helping you better manage entire departments of people.


So if you're struggling in your business or professional life, change is the answer.

Either from desperation or inspiration, we all need CHANGE if we are to outgrow ourselves, if we are to go outside our comfort zone, if we are to achieve something bigger than ourselves.


And this course, takes the guesswork out of change management.


I'm looking forward to see you on the inside.








Who this course is for:
  • Team managers that want to make a difference
  • People unsatisfied with their current position
  • Anyone who's stuck and don't know what or how to change
Course content
Expand all 20 lectures 01:33:30
+ Introduction
1 lecture 03:28

A topic that is on everyone’s lips yet in the work ethic of very few. And that’s perfectly normal. Because by definition change requires effort, energy and risk. 

Preview 03:28
+ Defining Change
4 lectures 18:19

Change is not a journey, it’s not something that should be emotional but it should rather be a process that can be repeatedly executed by any individual or organization.


While yes, it usually starts from a state of mind of either desperation or inspiration, embracing change is methodical, or as the saying goes motivation gets you started, habits keep you going.


And the habit element, the actual step by step process is what we’ll focus on in this course.

Preview 03:50

 This video is largely based on the famous ted talk of Simon Sinek called How great leaders inspire action.

 After watching this course or when you’re on a break I highly encourage you to go see the entire talk for more in depth understanding of the concept.

Clarify Your Why
03:18

The aim of this video is to make you more self aware of your own limitations and increase your effectiveness in driving the change you want in your organization.

This topic was covered by many authors, studies and even philosophers.

Your Perception
05:09

Change inherently brings risk to the table. If it were 100% safe and easy to implement everyone would be doing it. Change might be a career shift, moving to a new department, going from a project that you master to one that you start from scratch, implementing a new process nobody is familiar with or is reluctant to try….change is risk. 

Cost of Change
06:02
+ Communicating the Mission
6 lectures 29:14

You cannot do it alone.

As much as you might hate people, you need them, and maybe if you hate them, you need to change something with regards to the people you’re working or dealing with or change your attitude and perception towards them.

You Cannot Do It Alone
06:32

High trust in your organization makes communication far less complicated. In fact you can look at all the problems people have in the workplace and at the source more often than not it’s a problem of communication. 

Raising Trust and Understanding
04:20

Clarity goes hand in hand with building trust and is one of the main factors of team morale.

And it doesn’t impact change alone. It’s an all round business success requirement.

Having clear outlines of the company’s procedures and policies reduce the number of mistakes and conflicts. Clear goals and guidelines might even speed up execution because people will find faster ways to achieve a specific goal.

The Importance of Clarity
04:32

When establishing an internal communication policy many organizations neglect the social side of things.

Communication is not just work oriented but also has the role of meeting our human needs to interact with one another and share our life experiences.

The 4 basic principles any message should meet is speed, transparency, clarity and reach

Communication Channels
06:03

To simplify things I’ve organized the guidelines for implementing effective feedback systems into just 4 components.

First, make sure you are taking data driven decisions. Now the second one, comes to ground the first one into reality. And this states, the relationships matter.  Moving on to the 3rd component of effective feedback systems we have the follow-up. And for our forth and last element you need to make it a routine.   

Preview 04:42

We’ll quickly go over everything we’ve discussed in this module so you see everything as a whole not just the individual components.

Module Summary
03:05
+ Framework for Taking Action
4 lectures 16:30

The first concept that is essential to any successful implementation of change. And that is DOING.

As simple as it might sound, doing is one of the main reasons change is not universally adopted.

Doing
02:42

You might remember at the start of the course we addressed the topic of fear and discomfort with change by definition happening when you leave your comfort zone.

And fear is what happens when you leave that comfort zone. It can take many forms, fear of failure, fear of being judged by others or even fear of success.

Go To Where the Fear Is
02:52

Decision making and cognitive biases.

I’ll go a bit formal here, but bare with me.

So a decision is the process of selecting a choice from a range of possible options with the goal of achieving a very specific objective.

Decision Making and Cognitive Biases
06:09

That’s why with focus I want to address many of the aspects required for achieving your goals. You need both motivation but also good habits if you are going to succeed.

A good sports analogy to this are the concepts of sprints and marathons.

Running a successful organization is more like a marathon. You need consistent progress over time and good resource management. It doesn’t matter if you’re ahead the first 6 months if you can’t keep the pace and get left behind. Short term loss in the form of investments or restructuring can prove long term wins.

However, while this marathon concept is valid, in day to day operations sprints are always present. You need to launch that new product, pitch that new client, add that new feature.

Focus
04:47
+ Dealing with Adversity
3 lectures 11:04

The best behavior to counter adversity is complete ownership. And what do I mean by that. You might remember some of the cognitive biases we’ve talked about in the previous module, one of them being that people place responsibility on external factors when they fail and consider their merit when they win. 

Complete Ownership
03:37

Forcing yourself out of autopilot. You’ve kept hearing me say throughout the course that in most cases you know what needs to be done especially when you want something to change. Then why haven’t you done it already. And your autopilot is the problem.

Call it your comfort zone, call it your internal thermostat, this is what stops you from growing.

Preview 02:46

Constant supervised stress. This is by far the most effective way to make progress in any field. It takes many shapes and forms, one of the most familiar is getting a mentor or a coach.

The importance of this is best seen in athletes. A good coach can sky rocket the progress of almost any team and can help peak performance athletes get unstuck whenever they reach a plateau or a mental block.

Constant Supervised Stress
04:41
+ Course Overview
2 lectures 14:55

First of all I want to congratulate you for reaching the end of the course. Although throughout the course I kept saying reading, listening and learning are not enough, action is what makes the difference, what I didn’t say is that very few put in the work to learn. 

Summary
11:45

This short video comes comes as a resource for those of you that want to expand their knowledge on specific areas we’ve covered in the course. If you have any other recommendation, feel free to share it in the discussions section of this course.

Further Reading
03:10