• The origin of the resistance to change? They are the causes?
• How to negotiate resistance to change and the different phases of acceptance of this new reality?
• The biggest mistake, believe that the changes will be accepted on the day we announced our future changes. How to avoid misunderstanding.
• Equip yourself with winning strategies that will help you build your influences and align your employees to better accept new settings and strategies.
• The implementation of a change is a complex process, know how to prepare for future changes to come.
• Failure of the implementation of a change, why?
• The impact of organizational change and the psychology behind it all.
• Discover the six phases of acceptance of a change from the receiver point of view..
• Communication equals commitment and union: why and how?
• Understand the concerns of the recipients facing changes, essential
  for an introduction of a successful organizational change.
• 7 possible phases of concern and response to each of them.
• Intervention tool: "Issue-oriented question". ''Oriented acceptance question'', and the ''Assistance to complainers questions''. Real and practical tools for efficient management
  and implementation of change. 
• Les 7 phases préoccupation des destinataires du changement.
• Outil d’intervention : la question orientée vers les solutions, la question orientée vers l’acceptation ainsi que la question aide aux plaignants: des outils concrets et pratiques de gestion efficace et d’implantation du changement.
• Recognition: THE accelerator of success !  Discover genuine strategy to connect and engage your teams. What to do and not to do? What to say and not say? What to give? Frequency and dosage.
• Role playing, simulation exercises.

MAIN OBJECTIVES 

• Offer practical tools to all owners, manages and leaders of any organization that faces  organizational change and that are looking for an efficient change management strategy.
• Give to all participants the urge to all our participants to position themselves in action, rather than being in reaction.
• Train the participants to become autonomous in the application process and change management strategy. Provide tools and techniques to colleagues for an efficient process when implementing change management.

SECONDARY OBJECTIVES

• Equip all participants to communicate more effectively and collaborate fully with the human capital of the organization. 
  
• Develop even more positive leadership skills and aptitude to mobilization their team.