Leading Successful Change is designed to enhance participants’ core capabilities for leading and sustaining change. It is necessary for applicants to have at least one change initiative, which allows them to successfully enrol in the programme.
What are change initiatives?
Change initiatives are usually plans and actions aiming at implementing a transforming process in an organisation that could result in a change in the culture, communication, human resource, logistics etc. Change initiatives come from all geographies, industries and even career levels, so it’s hard to generalise.
Common examples of challenges
- Creating a company-wide culture of customer focus or digitalising product or service
- Setting up a new system in an overseas subsidiary – with a lot of pushback from local employees
- Adopting a new organisational solution and making sure it's fully implemented
- Motivating employees to accept changes in a continuously changing business nature
- Facing the changes in employment/process/system due to taking over new markets or companies or being acquired by others.
Why are they important in this programme?
Having change initiatives throughout the programme is extremely important if one is considering this programme. An important part of this programme is the opportunity for you to learn and perfect your change skills by doing instead of just thinking.
This practical learning is possible through the inclusion of a change simulation in the programme – a proprietary system called Change Pro Simulation. Designed at INSEAD to create a risk-free learning environment, the Change Pro Simulation challenges participants to work through a 120-day change initiative in just a few hours.
By arriving with a change initiative, this programme is designed to allow participants to contribute their unique experiences, personalise the tools to their own situation and make an impact when they leave. By the end, they all have a clear set of priorities and are ready to create an action plan that can be used immediately upon their return to work.
Along with the simulation, participants take part in classroom learning, work groups and discussion around five key areas.
Diagnosing your change skills
- What is your personal approach to change?
- How vulnerable are you to common traps in leading change?
- How good is your ability to motivate and inspire others?
- What are the dynamics of resistance to change?
- How can you anticipate resistance and obstacles effectively?
- How can you assess and manage different people from natural, early adopters to hard-core resisters?
Consolidate your learning & Creating an action plan
- Personal change leadership development areas and actions
- Priorities for you to work on your change challenge
- Concrete steps to address those priorities
- What role do you, as a leader, play in the change process?
- How can you help others see the need for change?
- How can you get people to engage with the change intellectually and emotionally?
- Why do so many change initiatives that get off the 'launch pad' ultimately slide back and fail?
- How can you build your networks and coalitions to help sustain change?
- What are the keys to effective communication of change?