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

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

Yes if you agree with the following

  • If only people were more open-minded change would be far easier to manage.
  • I might be more successful at it if I knew how to get them to keep their minds open.

What you'll take away from this course

You'll have a clear understanding of why it is human nature to resist change, and you'll know exactly how to  counteract this and keep their minds open in times of change. It's an crucial management skill.

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).

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

Why is it human nature to resist change?

Change often threatens the very things on which we feel our security and peace of mind depend, and the normal response to such a threat is fear. When we experience fear we become defensive and resistant. It's an instinct, and it kicks in even if the threat is more imagined than real. The trouble is that when our minds are awash with fear we have a strong tendency to behave irrationally and resist change even when it's necessary or beneficial. 

How can you turn people from fear into an open and rational state of mind?

The key is to invite them to express their fears, and to be patient while they do so. This enables them to let off steam. As they let off steam they naturally calm down and become more open-minded. This approach goes against the normal impulse to try to answer people's fears as quckly as possible. The reason why it works is because people's minds are opened more by how you listen to them than by what you tell them. We call it listening with empathy. Listening with empathy is one of the two crucial skills you'll develop on this change management course. The companion skill is speaking assertively. With these two skills you'll have a very powerful way of handling a wide variety of difficult situations.

How can you listen with empathy when you're handling a group of people who are resisting change in a meeting?

Here's a tried and tested change management tool - a plan for dealing with resistance to change in a meeting:-

  • First, announce that the purpose of the meeting is to tell the people present about a change, and that your aim is to persuade them to go willingly along with it.
  • Next, say you're expecting them to have concerns and questions about it, and you want them to express these as strongly as they can even if they have to interrupt you. Tell them that every single concerns and questions will be written up on the flipchart, and that you won't try to give answers until they're satisfied you've fully understood each concern.  
  • Listen patiently to each question. Don't try to answer it at this stage. Just try to show your understanding of the concern behind it. Write each question on the flip chart only when you're sure the person who asked it feels understood and taken seriously.
  • Finally address all the questions and concerns on the flip-chart as honestly and helpfully as you can, and only cross them off the list when the people who raised them are satisfied with the answer.

More reasons why you might benefit from
this change management course

You might be more successful at change management if you could:-

This change management course can help you achieve all three.

We love helping you communicate successfully

By giving you communication skills that'll transform even your most challenging relationships and interactions.

That's the purpose of Skills with People, our training course for managers and professional people at all levels. Thousands have benefited from this course.

Video Introduction

What People Have Said About The Course

Senior Resource Consultant, Shell International

“Skills with People” has helped me deal with conflict situations.  It has helped me to diffuse tension in meetings and convert pushback into alignment ...

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Learning & Development Coordinator - The Entertainer

I can't recommend this course enough. It has genuinely been the most impactful course I have ever completed. Understanding that I can be assertive w ...

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Feedback from participant's boss - head of projects in Heinz

He now gains support through his willingness to involve people more and take them with him.

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National Training Index* report on the course

"From delegates reports we have identified Skills with People is a 'highspot' among UK business courses. Delegates mentioned as most helpful the enha ...

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Feedback from participant's boss - a Johnson & Johnson finance director

He has made excellent progress in the management of his team. He has ensured key stakeholders are involved in decision-making and has gone to great le ...

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Workshop Manager, Professional Plant Services

I now find it easier to have awkward conversations. (As a result of how he has changed several more people from his company are asking to attend the c ...

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Fundraising Officer, United Nations High Commission for Refugees (UNHCR)

A very intimate training which will make anyone reflect on how best to engage with colleagues when confronted with difficult situations.

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Golf Club Manager

Ten out of ten for the course for me personally. I think I would have resigned if it hadn't been for the course.

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Leisure Centre Manager

The most useful part of the course was learning how to convey my disappointment with a member of staff without demotivating them, without making them ...

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Feedback from participant's boss - A Philips Semiconductors director

To what extend do I think his training need has been satisfied? Completely. I have been approached by 4 peers to tell me that they could see a very po ...

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Feedback from participant's boss - a Kimberley-Clark marketing director

He is now aware of his need to control his direct approach. He was sometimes too assertive. I think he is now well balanced in this respect.

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Feedback from a participant's boss - a Merck Sharp & Dohme medical director

She feels more confident in tackling people and has been impressed with her new found techniques, e.g., in dealing with members of the marketing depar ...

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Feedback from participant's boss - Chairman of White Clarke Group

He has greatly improved his ability to manage a situation. He listens more and uses that information to convince. A good example is the .... group, wh ...

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Feedback from a participant's boss - a WS Atkins director

Now he actively listens, probes, asks for clarifications and does not assume anymore he knows the answer.

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Senior Engineer, Qualcomm

An unbelievable experience, highly motivating training and one of the few which stays forever in your mind. A tangible impact to your life and workin ...

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The wife of a participant

"Just thinking about last night’s conversation and it’s bringing tears to my eyes – it’s what I’ve always wanted: to be able to talk with you like tha ...

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Feedback from a participant's boss - a Shell International senior manager

He is showing far more self-awareness and more restraint in potentially confrontational situations. He is far more aware of the impact his actions and ...

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Feedback from participant's boss - a Prudential director

He is a lot more confident. At the last meeting of our business unit leaders he fully led the meeting and dealt with people very well.

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Feedback from participant's boss - a Billiton director

He's obviously making a positive effort and it does show. People used to be scared of him. No longer.

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Feedback from participant's boss - a Johnson Matthey Catalysts (Germany) senior manager

There has been a noticeable improvement in the performance of this customer service engineer. He is much more succinct now than he was before. He was ...

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Feedback from participant's boss - an HSBC investment director

I have had three unprompted comments from different team members and colleagues who have been surprised at the consideration he has shown in helping s ...

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Feedback from a participant's boss - a Glaxo SmithKline research director

He has made good progress in two areas: 1. team leadership - he listens with empathy to others well and considers their standpoint as well as his own. ...

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Sports Centre Manager

I feel that my relationship with other attendees has improved massively following the session. I'd say 9/10 for what I've got from the course as I sa ...

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EHS advisor (environmental health and safety), Johnson Matthey

This is the best non-techincal course the company has ever put me on because it's the most useful. 

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Project Quality Engineer (self funding)

A lesson for life! The power of effective communication is incredible when one masters the skills "listen with empathy" / "speak assertively". Defin ...

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Thank you from a participant

I wanted to let you know that I have secured a new role.  I had to go through an assessment centre and one challenge was to negotiate with a 'belliger ...

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Feedback from participant's boss - a Johnson & Johnson marketing director

She has become increasingly aware and focussed on ensuring she is gaining cooperation from colleagues by the way she approaches situations. E.g., Meet ...

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Theatre Manager

Managing to confront them but still maintain their cooperation and support. Previously I was either not confronting or confronting and ending up with ...

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Examples of Training Needs Met

Being more assertive would help career go better Read More...
Lots of energy and ideas but little attention for his clients Read More...
Flying high but creating a tense atmosphere Read More...
Difficulty communicating with non-technical people Read More...
Forceful communicator who created friction Read More...
Well intentioned but demoralising his team Read More...
Enormous enthusiasm but little sensitivity Read More...
Very diligent but hated dealing with difficult people Read More...
Preparing for a more challenging role Read More...
Not delegating or developing others Read More...
Allowed his meetings to get out of hand Read More...
Had a positive attitude but gave a negative impression Read More...
Respected specialist who was too quiet at meetings Read More...
Technically very sound but lacking persuasive skills Read More...
Very logical but not creating enough rapport Read More...

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