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  • Are your conversations achieving what you want?
    Are your conversations achieving what you want?
  • Can you allow discussion and still keep control?
    Can you allow discussion and still keep control?
  • How are you coming across to your boss?
    How are you coming across to your boss?
  • Does your feedback help people change?
    Does your feedback help people change?
  • Do you frequently get into arguments?
    Do you frequently get into arguments?
  • Are you getting the best out of your people?
    Are you getting the best out of your people?

Might your need to be more successful at the management of change
be met by this London UK training course
called Skills with People?

Yes it might, if you agree with the following 

  • If only people were more open-minded the management of change would be far easier.
  • In my experience the biggest challenge in the management of change is overcoming people's resistance to change. 
  • I try to reason with people, but this gets me into arguments, and it doesn't seem to make them any more open-minded.

What you'll take away from this management of change training

You'll develop a much more successful way of opening people's minds when they resist change. The key is in how you listen to them. You'll become a master of the art of listening with empathy. This is a crucial though under-developed management skill and is particularly relevant for the management of change. You'll be able to use it succesfully not just with individuals but also with groups of people in meetings.

Free exploratory coaching session

INTERESTED?

If so, you can have a FREE exploratory coaching session. It'll give you a foretaste of what you can get from the course. You make no commitment to proceed beyond this until you're sure this training is relevant to your own particular need.

How to accept this offer

Simply contact us for a preliminary chat and to arrange your free exploratory coaching session. 

What this session will do for you

In this session we'll aim to give you something practical you can use right away that'll help you handle a difficult situation more successfully at work. All you need do to prepare for this session is think about the kinds of situations you want to be able to handle more successfully.

FAQs

You'll find answers to many of your questions about the content and method of this course under FAQs (in the main menu above).

Price, dates and location of our upcoming public courses

For details of our upcoming public courses see course dates

How the skills you'll practise on this course
will make you much more successful
at the management of change 

Why is listening with empathy so crucial to the management of change?

There's a powerful biological reason why listening with empathy is so crucial for the management of change. It has to do with how people  instinctively react when they perceive a threat, for example when they're experiencing conflict or disagreement or in times of change. They instinctlvely become tense and defensive in order to respond to the threat. This reaction is driven by fear. It's the outcome of millions of years of evolution. People are usually unaware of this and so have little conscious control over it.

The crucial question is can we listen to them in a way that helps them be aware of, admit and express their underlying fears. If so they'll be able to let off steam, revert to a more rational and calmer state of mind. This'll make them more relaxed, undefensive, reasonable, cooperative, open-minded, flexible and willing to change. If not, they'll remain in a fight-or-flight state of mind, irrational, tense, defensive, unreasonable, uncooperative, closed-minded and unwilling to change.

The fastest way to help them be aware of, admit and express their fears is our empathy. That's why it is such a valuable aid in the management of change.

What is listening with empathy, and why is it an under-developed art? 

Listening with empathy is focusing your attention on what's going on in the mind of the other person, particularly, what they're afraid of. And instead of trying to answer their fears, simply encouraging them to get their fears off their chest, to let off steam. When they let off steam they usually calm down and become more open-minded and receptive to change.

The reason why this way of responding to people is an under-developed art is that what most of us want to do is rush in and give answers and reassurance. Learning to listen with empathy means holding back on the natural impulse to give answers and using more patience in allowing people to express their fears, because that's what unlocks their minds. That's why people are persuaded much more by how we listen to them than by what we tell them. It's the way we listen to them that makes them trust us even more than what we tell them.

Is there more information on this website
relevant to the management of change?

Yes. You might also find our pages on change management, managing change and emotional intelligence relevant and helpful.

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