The Change Management Curve for Employee Engagement
4.0 (3 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.
24 students enrolled

The Change Management Curve for Employee Engagement

Change is the most difficult part of being a leader because employees are always resistent to change. Engage Employees!
4.0 (3 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.
24 students enrolled
Last updated 3/2019
English
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Current price: $41.99 Original price: $59.99 Discount: 30% off
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This course includes
  • 1 hour on-demand video
  • 8 downloadable resources
  • Full lifetime access
  • Access on mobile and TV
  • Certificate of Completion
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What you'll learn
  • Students will learn that change management (as difficult as it is) is critical for an organization who is trying to develop a new culture within their business.
Requirements
  • Have a computer
Description

Leaders today have a TOUGH job.  More so than 20-30 years ago.  People were more respectful back then, people needed their job back then.  Today, respect has diminished, people don't care as much for their jobs because they hop around, and people really care about themselves more than others in this society. 

Change is difficult and one of the biggest reasons it is difficult is that it involves and impacts everyone. It is paramount in change management to make sure those who will experience the greatest impact because of the change are involved in the curve you are making.

WHY Questions:

1. Why is change so difficult?

2. Why is change awareness and strategy mandatory in the fast paced corporate or organizational world you operate in?

3. Why is positive morale necessary inside change management and ability to increase employee engagement?

4. Why is there such a curve in change management?

5. Why is collaboration necessary inside change management and to boost employee engagement?

6. Why is negotiation necessary inside change management?

7. Why is synergy necessary inside change management?

8. Why does fear affect change management so much?

Learning objectives:

1. Understand the complex dynamic of change

2. Have a clear understanding of how morale, negotiation, collaboration, and synergy affects change management.

3. Define fear and its role in change management

4. How to overcome fear inside the change

5. Learn the top 10 dynamics you must understand and integrate into your change culture curve.


#changemanagement #employeeengagement #businesschange #culturedevelopment #business #businessculture #employeeretention

Who this course is for:
  • Any business owner, anyone working in a business or working for a business
Course content
Expand all 7 lectures 49:36
+ Welcome Introduction to The Change Management Curve for a New Business Culture
1 lecture 04:48

I personally want to thank you for being here with me and my best friend in business...John Hatfield.

We created this class to help organizations understand the importance of being a LEADER who will drive the culture changes that are necessary inside an organization and to help boost employee engagement.  Change management is the most difficult part of leading people.  We want to thank you from the bottom of our hearts for being here and being with us.

All of our resources and videos are downloadable for you to share with your teams and use for team building and building of your organization's culture.

You have taken the first steps to changing the culture within your organization around leading a culture change and we are very proud of you.

This is not an easy task you are about to take on, but that is why we are
here to help you step-by-step of the way.

Culture will develop itself inside an organization whether good or bad. As a leader, you must drive it the way that the organization needs the culture to be.

Here are our Learning Objectives:

1. Understand the complex dynamic of change

2. Have a clear understanding of how morale, negotiation, collaboration, and synergy affects change management.

3. Define fear and its role in change management

4. How to overcome fear inside the change

5. Learn the top 10 dynamics you must understand and integrate into your change culture curve.

Preview 04:48
+ Inside the Course
6 lectures 44:48

Tomorrow will never be the same as yesterday.  But that is a GOOD thing! 

Most people do not like change.  They like to go to work, do the same thing they did 40 years ago, and keep on with their day.  Why?  FEAR...

Fear drives us and how we live each day.  Why don't we take that leap of faith and just go for it?  Because we are scared to!

Preview 08:30

In transformation point #1, we look at what change management is, and how it affects us.  We then dive into MORALE.  The behaviors, the feelings, and the actions of employees affect the way our results and outcomes are driven. 

Like they say "happy wife, happy life" same with employees. 

How do we collaborate?

How do we negotiate?

What is synergy?

These are all very important pieces of the change management puzzle. 

Transformation Point #1
12:29

In transformation point #2, we look at change management vs. organizational change management. 

Here is an interesting article about how Starbucks handles rapid change across their entire enterprise in a large scale:

https://www.qualitydigest.com/inside/twitter-ed/how-starbucks-managed-rapid-change-large-scale.html

It is interesting to see they have a strategy of:

- Own the issues

- Engage leadership in the process.

- Raise revenue and cut cost.

- Focus on the customer experience.

How do you think your organization would handle change management?  What steps would you have in the process?

Transformation Point #2
03:26

In transformation point #3, we review the top 10 dynamics you must understand when trying to drive change. 

These 10 are key to help employees be able to transition.  If you do not address all 10 of these issues, they will pop up over the duration and you will have to address them anyways. 

Always have an HR partner with you during the change process.  They will help you through the warm and fuzzy aspects of managing the employees emotions, behaviors and attitudes. 

Transformation Point #3
10:35

In transformation point #4, we discuss how to demolish FEAR. 

Fear eats at the hearts of all of us. 

"If we couldn't be afraid, we wouldn't survive for long. We'd be walking into oncoming traffic, stepping off of rooftops and carelessly handling poisonous snakes. We'd be hanging out with people who have tuberculosis. In humans and in all animals, the purpose of fear is to promote survival. In the course of human evolution, the people who feared the right things survived to pass on their genes. In passing on their genes, the trait of fear and the response to it were selected as beneficial to the race." (resource: https://science.howstuffworks.com/life/inside-the-mind/emotions/fear3.htm)

Here are some main fears out there:

  1. Fear of public speaking

  2. Fear of people

  3. Fear of strangers (e.g. introverts who find it hard to make new friends)

  4. Fear of authority

  5. Fear of losing out

  6. Fear of not failure

  7. Fear of loss

  8. Fear of changes

  9. Fear of judgment

  10. Fear of humiliation

  11. Fear of growing old

  12. Fear of being alone

  13. Fear of being hurt

Transformation Point #4
06:32

We want to personally thank you for taking the time to go through this class. If you didn't learn anything new, at least we hope this was a mindset reminder and refresher for your outlook in the short time frame until it is put to the back of your mind.

If you feel it is a good tool for all of your teammates, we are even more excited!

We hope you follow us on Facebook and on our website. We have other courses to offer like this on your journey to building your solid organizational culture!

Best of luck to you - Angelique & John

Closing Thoughts
03:16