Leadership:Conflict and Change Training.

Managing Conflict

NEW: Leadership: Conflict and Change Training The Power of Leadership brings reality and context into the teaching of leadership. It’s easy to tell a group that a leader should do this or do that. What’s hard is leading under the types of pressure every leader faces. For example, how do you lead people when individuals or groups:

  • are jealously competing for scarce resources?
  • are resisting changes designed to make the organization more effective?
  • are forming unhealthy coalitions based on self-interest and emotion without considering the needs of the organization?
  • don’t trust the leaders to use their power to make the best decisions for them or the organization?
Change Management Tool: Power of Leadership will help you manage change in your organization. During the course of three hours, participants face the task of changing a dysfunctional system to a functional one; from one that sub-optimizes results to one that maximizes results; from one in which groups work to maintain the status quo to one in which groups and individuals work together for the common good of the organization. During this process the participants encounter and learn to overcome the problems and challenges that have sabotaged and defeated some of the best, most well-intentioned efforts to move an organization forward.

. Power of Leadership puts team members in the cockpit of the airplane, and after crashing the plane a few times, they learn how to take off for new destinations and land safely.

“Power of Leadership” is a perfect addition to a traditional change management course. It gives participants a common experience in change management, so everyone is brought up to speed. And most importantly, it motivates the participants to learn the theory and practice of change management in a highly experiential and practical way. This ensures a higher transfer of learning back to the work place.
How it works: To accomplish the tasks in the simulation, participants must:

  • Use power effectively.
  • Develop trust under difficult circumstances.
  • Resolve conflicts between individuals and groups.
  • Negotiate for resources.
  • Communicate effectively across departmental silos
  • Establish roles and goals.
  • Use higher order thinking to develop strategies and analyze the organization as a system.
  • Establish a vision for the organization.
Major Learning Points:
  • How to effectively forge goals to overcome conflict among groups.
  • How to communicate a vision of the organization that will make it possible for all groups to work effectively together toward a common goal.
  • How the power- prone can develop a participative style of management.
  • How those who are power- averse can use power effectively.
  • How leaders can use higher order thinking skills to analyze and fix their organization.
  • The impact that a top-down management style has on the morale, effectiveness, and productivity of everyone in the organization.
  • The way different cultural groups in the organization respond to and view the “same” situation differently.
  • The importance of knowing how to effectively deal with the complaints and concerns of the people they are leading.
  • How the structure and practices of the organization affect the employees both positively and negatively.
  • How important it is for a leader to constantly be evaluating the practices of the work and national cultures and seeking ways to improve them.
  • The importance of viewing the leaders’ behavior through the eyes of the various stakeholders.
  • The skills they need to develop to become a more effective leader.

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