CCC

Coaching and leading a team for change

It has been said that there is nothing permanent but change. To lead change, executives need to step back and gain the necessary knowledge and tools to understand the role of human behaviour in organisational performance. Consulting and Coaching for Change delves into the heart of the basic drivers of human behaviour to identify and manage the hidden dynamics of teams and organisations.

This is an intense programme specifically designed for you if you are responsible for leading change directly or advising key people in an organisation regarding change. It provides you with a clinical framework for understanding how individual and organisational behaviour effects change initiatives. Moreover, it significantly broadens your behavioural repertoire and the understanding of individual psychological structures.

Key Benefits

  • Become a reflective change agent and lead organisational change initiatives more effectively during critical periods.
  • Apply new methodologies to create a healthy organisation with positive values.
  • Understand workplace tensions, and yourself, better in order to manage change more successfully.
  • Devise coaching and mentoring programmes to assist the development of other managers and executives.

Objectives

Designed to give participants the tools to lead organisational change, the Consulting and Coaching for Change programme is divided into seven modules of classroom based on learning, discussion, 360° feedback and individual coaching. Modules include:

  • Building foundations. Participants gain a theoretical and methodological grounding in behavioural, clinical, cognitive and psychoanalytical schools of thought.
  • Interpersonal perspectives. Aims to expand participants’ horizons on organisations as networks of inter and intrapersonal interactions.
  • Organisational family systems. Looks at the role of families, in shaping our thinking and as our first model of how organisations work.
  • Leadership dynamics. Delves into this key theme within diverse organisational context.
  • Groups and teams. Participants take part in an experiential learning exercise to explore a theoretical framework for understanding the psycho-socio dynamics of groups and teams.
  • Organisational change. Where participants are taught to thinking systematically and strategically by examining organisational resistance to change.
  • Transformation. Encourages participants to develop their own approach to change and transformation, helping them understand the intricacies of interactions between the individual, group, organisation and the environment in the process of change.