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The Seven Invisible Pitfalls of Change Management

Topic:
The Seven Invisible Pitfalls of Change Management
Date:
January 29, 2013 at 1:30 - 2:30 PM ET
Presenters:
Reut Schwartz-Hebron, Founder(Key Change Institute)
webcastImgVirtual
Description
The success of strategic initiatives depends on the ability of HR business leaders to get people to make needed changes. Change is difficult and more often than not, when people need to make changes, efforts lead to increased rigidity and reduced productivity instead of to desired outcomes.

If you are dealing with change, odds are there are several obstacles you will need to conquer before you can get people to make needed improvements. Research shows that not all approaches for engaging change lead to modified behavior. What does it take to engage people in a way that will allow old habits to be replaced by new ones? How can HR business leaders and other change agents support transformation of less cooperative individuals and teams?

This new groundbreaking system is based on the latest neuroscience research on how to rewire the brain to achieve lasting results. We will explore what the latest science research has to say about overcoming the most common invisible pitfalls of change and how to accelerate change management success. You will learn why it is helpful to understand resistance through neuroscience lens and how to use new science to change the way people respond and adapt. We will show how to maximize people's ability to embrace the transformational change required by today's organizational complexities. Case studies will be reviewed to illustrate to participants how a brain based approach can be applied to a variety of HR change management challenges, such as performance issues, when people don't acknowledge the need to improve, and dysfunctional team dynamics.

This presentation is delivered in a lecture format and also includes assessment tools as involvers, interactive group discussion and review of actual business case studies.
Who Should Participate
  • HR business leaders
  • Senior managers and executives
  • What You Will Learn
    By the end of the session participants will:
  • Understand today’s HR Challenges around change and how neuroscience contributes to overcoming the invisible pitfalls that block individuals and teams from optimizing their full potential
  • Understand new research based solutions that succeed where existing solutions fail.
  • Understand neuroscience research findings on what the brain needs in order to change and how this knowledge can be applied practically to business initiatives.
  • Review case studies that illustrate how to apply neuroscience based solutions to difficult change initiatives for individuals, teams and organizations.
  • Recommended Resources
    • "The Art & Science of Changing People Who Don't Want to Change: Giving Business Access to their True Potential" http://www.amazon.com/Science-Changing-People-Dont-Change/dp/0979939437 Click here
    • July 19, 2012 - Employment Relations Today Magazine http://keychangenow.com/wp-content/uploads/2012/08/ERT21360_eOffprint.pdf Click here
    • Using Neuroscience to Effect Change in the Workplace, Reut Schwartz-Hebron, Employment Relations Today, Volume 39, Issue 2, pages 11–15, Summer 2012. Copyright © 2012, Wiley Periodicals, Inc., A Wiley Company. http://onlinelibrary.wiley.com/doi/10.1002/ert.v39.2/issuetoc Click here
    • May 4, 2012 – Chief Executive Magazine Organizational Change: Three Keys for Lasting Success http://chiefexecutive.net/organizational-change-three-keys-for-lasting-success Click here
    • May 9, 2012 – George’s Employment Blawg The Worst Types of Resistance to Change That Get in the Way of HR Efforts (and What To Do About Them) http://www.employmentblawg.com/the-worst-types-of-resistance-to-change-that-get-in-the-way-of-hr-efforts-and-what-to-do-about-them/ Click here
    • For more information and resources go to: http://keychangenow.com/media/" Click here
    • Another site to check out Click here
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    Change Management
    Presented by
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    Reut Schwartz-Hebron
    Key Change Institute

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    Key Change Institute
    Key Change Institute is a national organization that provides groundbreaking performance improvement and business execution consulting services rooted in brain science and experience-based learning.
    File List
    Feedback
    Name Comment Rating
    Image of Kristal Morales Kristal Morales
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    5 / 5
    Excellent Presentation
    Image of Montez Morey Montez Morey
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    Image of LYNN JOHNSON LYNN JOHNSON
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    Image of Jean Zorr-Uebelacker Jean Zorr-Uebelacke r
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    Image of Diana Atkins Diana Atkins
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    Image of Nancy Kaufman Nancy Kaufman
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    2 / 5
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    5 / 5
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    Image of Angela Butler Angela Butler
    Thomas Jefferson Foundation Inc
    A lot of great information. Would like to listen to a recast if possible because I know that I missed a few things. Thanks! 5 / 5
    Excellent Presentation
    Excellent and practical presentation Thanks again for sharing. 5 / 5
    Excellent Presentation
    Image of Monica Curry Monica Curry
    Prudential Annuities
    I am very much interested in learning more about the implicity communication as I am in the process writing my dissertation on Reframing Culture and believe this concept would fit. 5 / 5
    Excellent Presentation
    Image of Delores Baker-Liely Delores Baker-Liely
    Maryland Transit Administration
    I apologize but I only got to listen to the tail-end of the presentation but the part I did hear intrigues me and I want more information. 5 / 5
    Excellent Presentation
    Image of Jan Miyamoto Jan Miyamoto
    County of Kauai
    I particularly appreciated the format of this session - interactive and with case study review. Also asking participants to reflect on how it applies to our situation - who do we know that falls into the various groups was also helpful for the application side. 4 / 5
    Very Good Presentation
    Image of Vanessa Koersvelt Vanessa Koersvelt
    Calgary Board Of Education
    I really valued the look at where/why it becomes difficult (boxes) for people to change was however a bit lost on where the key strategies would be developed from...I assume they would be more outlined in your book. Would be great to have heard more around how these are id'd. 4 / 5
    Very Good Presentation
    Image of Marcello Petrocco Marcello Petrocco
    BBM Canada Toronto
    I would really appreciate any materials you can send my way case studies etc. 5 / 5
    Excellent Presentation
    Image of Denice Hinden Denice Hinden
    Managance Consulting & Coaching
    Interesting presentation. It would be interested in hearing more about the specific strategies themselves for avoiding the pitfalls. I'd be interested in any articles you can recommend on introspection emotional articulation and effective control. What is the cost of the book? Thank you. 3 / 5
    Good Presentation
    Image of Carol Coates Carol Coates
    Care Partners Health Services
    Please the presenter contact me about using her material in my organization's leadership curriculum. I unfortunately was called away from my desk during the webinar and missed most of it but was so impressed with the content from the slides. I would very much like to watch the full webinar if you can provide that link along with the speaker's contact information to me. Thank you! 5 / 5
    Excellent Presentation
    Image of Tara Hunter Tara Hunter
    University of Illinois at Chicago
    Reut thank you for the presentation. Some really great stuff here. My org is currently going through a huge leadership change and I learned some things I will be able to apply to help people adapt to the process. 4 / 5
    Very Good Presentation
    Image of Connie Hurt Connie Hurt
    Durham Convention & Visitors Bureau
    Someone stepped in to my office and started talking while the speaker was describing how the hospital got Dr. Baker to change and I missed that one element....and then I didn't get anything else out of the presentation that helped me understand exactly what they did. (;-( I think this topic is probably too in-depth to get into in an hour webinar with the other chatting and feedback requested at the onset. I also couldn't hear at times (mic sounded muffled) and no other Internet-based apps were open. 2 / 5
    Poor Presentation
    Image of Katherine Naranjo Katherine Naranjo
    Matthews Benefit Group, Inc
    The speaker was very engaging! She asked the participants to give opinions and answer questions throughout the webinar. All HR professionals should listen! To Ms. Schwartz-Hebron I would like information on ordering your book at a discount. Thank you in advance! 5 / 5
    Excellent Presentation
    Image of Ricardo De Carvalho Ricardo De Carvalho
    TATA Consultancy Services
    This speaker and presentation were really very good. I am glad I invested the time to hear Reut. I am also interested on the book she mentioned (and the discount of course). 5 / 5
    Excellent Presentation
    Image of Connie Johnson Connie Johnson
    Wendy Simons Consulting
    This was a wonderful session - very informative and well presented. Please send me the discount for your book as well as any additional information on key strategies and pre-requisite abilities and your case studies. 5 / 5
    Excellent Presentation
    Image of Kim Morrisette Kim Morrisette
    Durham Convention & Visitors Bureau
    This was very difficult to follow. Obviously a presentation that was meant for a longer time period - waste of time to have to wait for people to answer etc. Needed to be organized differently for this format to be more straightfoward put the case studies in the right order so we can understand where you're going etc. 2 / 5
    Poor Presentation
    Wished there was more time to explore/understand this approach during the webinar - perhaps taking one case study through the whole change cycle including how each / which of the 7 potential pitfalls surfaced and were addressed. 4 / 5
    Very Good Presentation
    Image of Lesley Nevills Lesley Nevills
    The Economical Insurance Group
    yes I would like to have more information about case studies of organizational changes and if possible an example of how group simulations have been done. 5 / 5
    Excellent Presentation
    Image of Miriam Berger Miriam Berger
    A Hire Authority

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