Change Management Services
Learn about the Change Management Toolkit from Prosci®.
During these times of transition, it is important to remember that successful change happens one person at a time. Change management provides an enabling framework for managing the people side of change. Staff Learning and Development is pleased to offer several learning activities, including consultation services and workshop facilitation, which will assist employees and support members of management who wish to implement effective change management practices. We have a team of facilitators certified in the Prosci change management methodology ready to assist you. Contact staffeducation@ucsd.edu for more information or to arrange a workshop for your department.
The suite of change management services include:
Change Management Consultation
Prosci Change Management Workshops
Focus: Tactical and operational management of change
Change Management Practitioner Training
Focuses on the people side of change. Target audience: those who facilitate change efforts for an organization.
Prosci Change Management for Executive Sponsors
Helps leaders embrace their role in the change process and discover that visible and active sponsorship is more than approving resources. Target audience: executive/senior leaders who serve as sponsors of change.
Leading Your Employees Through Change
Focuses on individual coaching, avoiding common manager mistake, and techniques for managing. Target audience: managers and supervisors who need to help employees transition through change.
Successfully Navigating Change
Focuses on engaging individual employees in the Prosci change management model. Target audience: anyone impacted by change.
Transitions Workshops
Focus: Psychological and emotional management of change
Managing Organizational Transition
Helps managers successfully implement significant changes in the workplace. Assists in identifying where individuals are in the transition process and guides them in developing strategies for helping people let go of the old way of doing things. Target audience: managers who have organizations going through a transition.
Individual Transitions in Organizations (ITO)
Assists individuals in handling the transitions caused by change with less disruption and stress in their lives. Also examines how to work and deal more effectively with constant change. Target audience: anyone facing a change in their organization.
Change Assessment Instruments
These instruments can be used as stand alone learning instruments or as part of a workshop.
Change Style Indicator®
The Change Style Indicator® is a change management assessment designed to measure preferred styles in approaching and dealing with change. The assessment addresses both initiated and imposed change and places the respondent on a continuum between Conserver and Originator with Pragmatist in the center. The three styles display distinct differences and preferences when approaching change. Nominal fee for instrument and interpretation applies.
Managing the Change Curve
Experts in the area of organizational development and change management, the authors, Drs. Dennis Jaffe and Cynthia Scott acknowledge that change is part of conducting business – it is constantly occurring at various degrees throughout an organization. Recognizing that change affects each individual differently and that reactions will vary from person to person, it is imperative to understand the four phases of change and how to help one successfully move through the process. These phases are Denial, Resistance, Exploration and Commitment. The Change Curve Model is based on the following principles:
Change is continuous
Everyone has a different response-to and acceptance-of change
Adaptation to change happens sequentially
Both positive and negative behaviors should be expected
Open, proactive dialogue can help to minimize disruption and dissention
Progression through the four phases often results in new opportunities and personal growth
Your MBTI Type and Change
This activity can be provided for a single individual or an entire department upon request. Applying the picture of personality provided by psychological type to organizational change provides a helpful perspective on how we react to change. Type helps people understand these different reactions and needs.