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Do You Walk or Talk People Centric Change?

A McKinsey report states that in 1958, the lifespan of organizations on the S&P (Standard & Poor Index) was 60 years, now it is 12; and in 2027, 75% of organizations listed on S&P will no longer exist.  This clearly illustrates the imperative for organizations to change and adapt or die.

 

The degree of complexity and uncertainty will continue to increase making leading change tricky and feel bewildering, particularly when faced with so many unknowns.  The global pandemic has taught us the critical need to plan for change differently.  Using a holistic leadership approach allows for the application of different lenses in the context of change, thus giving us a flexibility in our leadership styles to adapt to changing environments.  Afterall, we want our people and businesses to not simply survive but to thrive and grow. 

Session Objectives:

  • Analyse how we define the change context for our teams/ organizations

  • Identify how we plan for future ready change

  • Introduce a framework to help build people centric change plans

  • Application of a model that outlines the leadership and change skills required to lead change effectively

 

Key Outcomes

  • Review the contexts for change in our organisations

  • Create rough plan for the organisation’s next futures

  • Plan and review how to specifically lead people in the next futures

 

Expectations

  • Bring along a change that you are about to embark in your organization

  • Use the tools introduced in the session to help prepare your organization for change readiness

  • Build the strategic plans for organizational change

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