Dealing With Change: The Best Way To Reach Self Health

Program Overview

This training program is designed to help others to deal with life’s changes and with a little help of practical recourses, give the necessary knowledge and awareness to pursue their goals and to transform from within. This will allow the participants to be more open when life give them any struggle. Ergo at the workplace if employees do not make an introspection’s journey, they will have certain obstacles to manage change and to grow from every single experience. While coping with change in the workplace can be challenging, there are ways to make it easier.

During the program participants will understand the meaning of desired change and unwanted change; the different stages that a person goes through with unwanted change; how they can use different strategies to embrace change other than reject it; some of the tools used by other experts in this area that will encourage the participants to achieve their goals in business, becoming more centre, rational, resilient and detail-oriented individuals.

Also, they will participate in specific scenarios that challenge and allow them to step outside their comfort zone performing a series of practical exercises, designed to reinforce the learning outcomes.

As Heraclitus once said, the only constant in life is change. According to Piderit (2000), reactions to change involve affective, cognitive, behavioural components; however, research on reactions to change seldom covers all three components.

A study from the American Psychological Association (APA) found that organizational changes such as restructuring or new leadership can lead to employees who are overly stressed, have less trust in their employers, and have a greater desire to find new jobs (Forbes, 2020).

In today’s environment leaders struggle most of all to manage and stay ahead of change fatigue in themselves as well as in their organizations. Gagen MacDonald surveyed participants at The Conference Board’s 2018 annual conference on change and transformation. We found that more than half (51.25%) of change management and business transformation leaders consider change fatigue their biggest frustration (Institute for public relationships, 2019)

“Change is inevitable in organizations, and when it happens, leadership often underestimates the impact those changes have on employees,” said David Ballard, head of APA’s Center for Organizational Excellence, in a statement. “If they damage their relationship with employees, ratchet up stress levels, and create a climate of negativity and cynicism in the process, managers can wind up undermining the very change efforts they’re trying to promote” (Chad Brooks, 2017)

According to an online test, one in three (34%) people would avoid change if they could. A 32.2% if they don’t have immediate results, they usually give up. Another 76.51%, hopefully understands the importance of dealing fearless with difficult situations if they need it to be. This study, that capture 600 response, was conducted by Jim Bright an organizational psychologist.

During the session, attendees will participate in different scenarios at work, that challenge them and to get them out of their comfort zone. In those scenarios, they will need to project their life as if they will ride a bicycle, to think with more clarity their future, healing their baggage that they carry from their past. Also, to awake that war hero that everyone had inside, who’s waiting eager to come out, and face all the challenges in his/her way. This will allow for a better understanding of the topics and for better knowledge sharing different experiences and points of views.

Learning Outcomes

Upon completion of this program, participants will:

Intended Audience

Program Outline

  • Gamified Activity
  • Gamified Activity
  • Practical Work
  • Gamified Activity
  • Practical Work
  • Gamified Activity

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