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

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).

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.

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

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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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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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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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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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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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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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 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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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 - 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 - 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 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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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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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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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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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 - 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 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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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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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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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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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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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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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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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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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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Examples of Training Needs Met

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

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