Axsens BTE

Formation to be an actor of its change and to live it better

Change is a state of affairs whose objective may be daily or medium-term. Change is made necessary by the necessity to improve technical, human and/or organisational performance. Effective change must be accepted by the members of the board of directors, by managers and by employees.

Change must take place in a serene climate, where stress must be turned to a positive, energizing and non-destructive factor. The conditions for achieving change must be understood at all levels of the company. Each actor of the company must be able to express himself in his working environment in order to better understand the transition between the situation before change and the situation after. Whatever the nature of the change, it must be systematically accompanied by communication adapted to the actors.
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Duration : 2 days
Inter Price : 1 320€ excl.tax/person
Intra Price: Contact us for more information

Objectives

Acquire the challenges and objectives of change
Apprehend change as an actor
Define the conditions for a “better experience of change”

In the program

Part 1 – Understanding change and its challenges

  • Identify the issues and objectives of change
  • Assess a team’s ability to change
  • Understand and communicate the need for change

Part 2 – The Impacts of Change

  • Organisational
  • Humans
  • Life at work

Part 3 – Being an actor of change

  • Understand resistance to change
  • How to become an actor of change

How to better experience change

  • 10 keys to better experience change
  • Learning to change
  • Learn to manage the stress induced by change
  • Words that facilitate adherence to change
  • Communicate at each stage of change and adapt its communication to people

Teaching methods

a) Contributions, demonstrations and testimonies may be brought by participants to enrich the exchanges

b) Practical work:

  • Workshops: assessing a group’s ability to change
  • Workshop: identifying and analysing human impacts in a change process
  • Workshop: identify resistance and irritants to change
  • Co-development workshop
  • Workshop: know how to manage stress (the crisis of calm)

c) Support used :

  • Self-affirmation
  • Tools and methods for evaluating the integration of employees in a change project

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“Let’s stop and try to get to the root of our problem.” Craig Larman.