Effectively Leading
Organizational Change
. . . After
A Layoff
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This program has been specifically designed
for executives, managers, and supervisors of an organization that has recently
experienced a layoff. Employees that are spared in the lay-off often face
rising workloads, lowered morale and increased anxieties and illnesses. They
are left feeling they should be “grateful” to have a job — organizational
psychologists call this “layoff survivor syndrome.” Research conducted
following the economic downturn in the 1990’s found that layoff survivors
reported “high levels of distrust and lower levels of motivation and engagement.
Absenteeism went up, productivity went down.”
As a leader in the organization, you may
share some of the same fears your employees do. Now is the time to focus on
what you can do, not on what has been lost. The layoff is behind you. You are
now faced with a tremendous opportunity. The opportunity to engage the workforce
you have left. By seizing this opportunity you will be positioning your team
and your organization for success. By ignoring this opportunity, you will be
left with a discouraged, disgruntled workforce more concerned about their own
personal survival than the organization’s success.
OBJECTIVE:
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Participants will learn the skills to
foster personal motivation and create a positive and motivating workplace
environment for others.
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Participants will acquire the skills to
design and successfully implement organizational change strategies.
KEY TOPICS:
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Dealing with personal and organizational
change
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Why people resist change
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Typical responses to change
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What shapes our views toward change?
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Overcoming the stress and anxiety of
change
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The role of personal empowerment in the
change process
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Aim frame or blame frame...where do I/we
go from here?
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Change starts from the inside out...five
keys for dealing with personal and organizational change
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Designing an Action Plan to successfully
deal with change
