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Preconference Workshop
Creating Change in a Highly Resistant Organization
Additional Fee & Registration Required
Saturday 06/27/2020 01:00 PM - 05:00 PM Add to calendar
| Competencies: HR Expertise, Leadership & Navigation
Workplace Application:
Learn how if leaders within an organization started to see their employees as people and not objects that the shape of the organization will begin to change and people will become engaged. 

Does your organization fail at change? Learn how a community-owned hospital successfully launched a new LMS. In this case study-based session, you'll learn how using a five-step change management model produced a radical 76% employee participation rate within the first month of launch.

In this workshop, you will examine a case study on how an organization that was highly resistant to change due to failure after failure of different change initiatives, including several poorly executed software implementations, embraced a new learning and performance management system. You will be introduced to a new change management model that was used during the implementation of the new system. You will learn how to use a five-step change model based on the acronym HABIT and adapt it to your needs. The theory behind the model is based on books such as The Power of Habit by Charles Duhigg, Leading Change by John Kotter, Results by Gary Neilson and Bruce Pasternack and The Speed of Trust by Stephen Covey.

The HABIT model is designed to involve leaders and employees from the beginning months before the launch of new software or an organization initiative to begin to build trust and a weekly habit within the organization. The five essential steps to the model are:

  1. Human interaction: Getting all of the organization involved, not just the leaders, and allowing the employees to give feedback from the beginning. 
  2. Ability: Ensuring your leaders and employees gained the skills and knowledge they need before launching the software.
  3. Benefit: Otherwise known as What Is in It for Me? How the new system will benefit them, and why they should care.
  4. Institute change: Having a vision and a transparent process of how the software will be rolled out and how performance will be monitored. Follow-up is key to instituting change.
  5. Transparency: Communicate on a designated day weekly to leaders and employees. It is essential to be upfront about challenges as well as successes.

Learning Objectives:

  • Identify the No. 1 reason organizational change initiatives fail.
  • Identify how to overcome the harshest critics by empowering them to be the change agents within the organization.
  • Explain and demonstrate how the HABIT five-step change management model can be leveraged for organizational change initiatives.
Wanda Ganjehsani Photo
Wanda Ganjehsani, Founder and CEO ,
Foundation of Performance, LLC.