Change takes various forms depending on whether the desired outcomes are structural, system or people related. People react to change depending on the value they attach to it.  They may display indifference, resistance or acceptance. Organizations are social systems, and change in a social system works best with a people-based approach.  For example, creating a feeling of being respected can negate adverse reactions to change. To protect the interests of the organization, managers also need to know the tools at their disposal and the personal qualities needed when leading unpopular change.

Typically program content would include:

1. To recognize different types of change and their specific requirements
2. Success factors common in all change processes
3. The importance of values-driven leadership and the special importance of engagement skills
4. How to plan a process and anticipate common reactions to change
5. Strategies to effect positive change reactions
6. Techniques to manage resistance to change
7. Knowing how and being willing to take action when change is required to protect the interests of the organization
8. Creating the conditions for staff-driven change
9. Creating the conditions for client-driven change
10. Preparing the organization for continuous improvement
11. Lessons from case studies 

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