Zarządzanie zmianą

New Motivations has been supporting organizations in the development of employees, leaders, and teams since 1996, focusing on solutions that work in practice. They work with organizations in a way that ensures change is visible in daily operations, not just at the level of declarations. They engage in team processes, organize ways of working, and help people grasp context more quickly, make decisions, and take responsibility for results. Instead of one-off actions, they build solutions that remain within the company and begin to operate without ongoing external support.

The training organizes the topic of change from the perspective of a leader responsible for implementing it within the team. Participants work on specific situations, such as communicating decisions, dealing with resistance, or maintaining the pace of implementation. The focus is on what happens after the announcement of change, when emotions, doubts, and real consequences for the team's work arise.

For managers and leaders who implement changes in the organization and want to do so in an orderly manner, with a greater impact on people and the entire process.

• Understanding how people react to change and what influences their attitudes during its implementation.
• Developing skills to communicate changes in a way that facilitates acceptance and understanding.
• Preparing to conduct conversations with employees in situations of resistance and uncertainty.
• Organizing the leader's actions from the moment of announcing the change to its consolidation within the organization.

Benefits for the organization

• Increased efficiency of collaboration and communication within the team.
• Better alignment of action styles with business challenges.
• Reduction of misunderstandings and improvement of the organization's daily functioning.

Benefits for the participant

• Better understanding of their own reactions and action styles.
• Development of skills to adapt communication to different situations.
• Greater effectiveness in building relationships and coping in a professional environment.

Introduction to Change Management

• Experiencing variability, emotions, and stress – an interactive game introducing participants to the world of change.
• Change as stepping out of the comfort zone – why are changes difficult for most of us?
• Reactive vs proactive approach to change: analysis of consequences and benefits.
• Group exercise to identify the benefits of implementing change.

Communication and Implementation of Changes

• Cafeteria of leader actions supporting functioning in variability and implementing changes.
• Model of communicating changes adapted to the situation: training with feedback.
• Analysis of change mechanisms.
• Me in change, my team in change, organization in change.
• Workshop: Constructing a message about change and its effective application.

Emotions and Attitudes in Change

• Emotions in the change process: understanding the change curve.
• Methods of strengthening trust in situations of change.
• Recognizing and responding to various employee attitudes towards change – how to work with employee resistance?
• Skills workshop: effective individual conversations with employees in the context of change.

Practical Aspects of Change Management

• Overview of leader actions aimed at increasing the impact of change.
• Conducting a team meeting in situations of uncertainty: constructive actions of the leader.
• Patterns of conversations with different types of employee attitudes towards change.
• Planning and implementing change management strategies based on case studies.

Implementation and Consolidation

• Implementation plan: 30–60–90 days + behavior metrics.
• AI as an assistant: preparing messages and Q&A (prompting, neutral language).
• Leader's checklist: critical conversations and closing agreements.

8 hours

• 1 workshop (8 hours)
• training materials
• trainer's travel to the venue
• training facilitation
• training needs assessment
• personalized certificate in pdf
• online evaluation survey
• summary report from surveys