Fit for Change

Short Profile Fit For Change

8-16 h (80% in-house, 20% self-study).
Teaching forms:
Workshops with practical exercises and business games Online course.
Form of examination:
No exam
free of charge

Further training content

In several steps I will accompany your change in a mix of methods individually adapted to your situation on the basis of the 5-boundaries process model (according to R. Molzahn). In doing so, we will shed light on the various hierarchical levels and team interactions, and together we will explore new ways of working on relationships in a professional context.

Procedure and details

Step 1: Clarification of the assignment (2 appointments, also possible on one day) I will examine the situation with the executives and their teams, taking into account the development up to the current point in time. Depending on the number of participants, this will take place in interview or dialog form. Here, the assignment is sharpened and the possible concrete steps are discussed. Step 2: Change management, online (remote) You will receive a small theoretical input on change management via the learning platform Glocal Campus, work on this independently and prepare an idea for the further procedure in your concrete situation for step 3. Step 3: Leadership training/coaching (4 - 6 h in-house training) You learn and test methodical possibilities to positively support changes in the company. You work on how to prevent resistance and how to motivate your team to support the change. The goal of this training is a roadmap for the next steps in the company in order to advance the change process in a sensitively managed way. Step 4: Clarification of the team development mandate This appointment serves to specify the team development training. At what point is your team currently? What would you like to change? Step 5: Understanding team dynamics, online (optional, remote) You will receive theoretical input on the phases of team building via the Glocal Campus learning platform. Participants optionally take the team role test in preparation for the team development training. Step 6: Team development (4 -6 h in-house training) A well-coordinated team can carry big changes in the company more easily. I develop a competence profile with your team members to clarify the potential with which the change can be implemented. In doing so, reflection processes regarding their own role in the team and the communication among each other are promoted. Step 7: Review (2 appointments, also possible on one day) We look at the development of the past process from both perspectives. Which methods were successful and what was challenging? What were the biggest hurdles? How can we move forward?