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Change Management Program

"Changing For Good"

Immediate and Long Lasting

  1. Each participant has a better understanding of his or her personal approach to the change that is
       occurring in the organization.  Different "Change Management" styles are discussed.
  2. Reduction of the potential for conflict or power struggles
     (preventive maintenance vs. crisis management).
  3. Higher morale and greater productivity during change.
  4. Better listening and "dealing-with-self-talk" skills.
  5. Greater sensitivity to work force diversity that can become more apparent during times of change.
  6. Tools for influencing an emotionally safe climate.
  7. Working with change; not against it.
  8. Knowing how to approach different people and situations during  change.
  9. Implementation of change in a win/win situation.
 10.Enhancing self-motivated work teams before, during and after change..
 11.What works and what doesn't work in term of motivation.
 12.Dealing more effectively with difficult behavior that can become more apparent during times
        of change.
 13. Learning how to identify and positively address the "how", "what" and "why" issues of change.
 14. Understanding where each person fits into the personal "change process" and how each one
        connects with the organizational issues at hand. What is the "Change Process?"
Determine your Change Management style
PROCEDURE - How you respond to rules set by others
PEOPLE - How you interact and attempt to influence
PROBLEMS - How you approach the benefits and challenges of change
PACE - How fast or slow you respond to new activities


Healthy Things Grow.
Growing Things Change.
Change Challenges All of Us.
Challenges cause us to Reevaluate our Definition of Reality.
Understanding the Reality of our Purpose Breeds a Certain Humility.
Humility Makes us Healthy.
Because Healthy Things Grow
And Growing Things Change...



   Different groups have different needs. The Change Management seminar experience is meant to be an interactive experience in a fun, non-threatening atmosphere.  The following is an option available to interested groups:

   During the afternoon, participants can experientially understand more about Change Management by playing the KnowMe™ game with any number of groups of four to six -- with a debrief exercise after everyone is finished. This highly-interactive game is based on the Disclosure/Feedback model of awareness known as the Johari Window (click to view more about the game), named after Joseph Luft and Harry Ingham. This award-winning game has been used in over 20 countries by a wide range of organizations and is specifically designed for establishing trust and building relationships in the workplace.

   Change & Transformation Game -- This game enables participants to address factors influencing change in their organization. SAMPLE CARDS:


  Light-hearted: Tell the group about a time you helped someone through a transition in their life.
  Light-hearted: Ask the group members what they think your feelings are about your department
and its current circumstances/role within the organization.
  Serious: Tell the group how you feel about the
way the intended change has been communicated.
  Serious: Ask the group members what they think
your typical workday consists of and how they feel about that.
  In-depth: Tell the group whether you believe that
the intended changes will produce long term financial benefits.
  In-depth: Ask the group what effect they think
organizational changes might have on your home/personal life. 



Workshops    Retreats   Seminars   Conferences   Conventions
N o   B u l l.    N o   H y p e.


P R O G R A M    O V E R V I E W

75% of the focus of this seminar will be on the internal world of the participant. 
25% of the focus will be on how participants interact with others.

Generic full day version with appropriate breaks

 * Participants share the best part(s) and most challenging aspect(s) of their jobs (if smaller group).
 * Presenter introduces himself and the purpose of the program.
 * Humorous concepts illustrating the reality that people are different; predictably  different during
 * Explore the five contributing factors to personal change management styles:
    i. Heredity   ii. Childhood role models  iii. Birth order   iv. Physical characteristics   v. Experiences
 * Understanding the stages of the "Change Process" and also the "Change Cycle."
* Emotional pain -- the great modifier of human behavior.
 * The differences between power and influence during organizational change.
 * Johari Window -- How trust and mutual respect are built up or broken down in an organization.
 * How personal Blind Spots and Mask effect leadership/ followership styles and teamwork during
    organizational change.
 * Peeling the layers of the onion skin to get to the core issues:
    i. Gender issues   ii. Cultural diversity  iii. Generational influences   iv. Professional status
    v. Personality style
 * Administer change management profile material
 * Overview of the universe of the four dominant change management styles and how each style:
    i. Responds to or reacts to emotional pain   ii. Seeks to control his or her environment
    iii. Leads and follows    iv. Makes decisions    v. Communicates   vi. Deals with organizational change
   vii. Processes information
 * Three main areas where conflict generally erupts during organizational change, combined with
   concepts for preventive maintenance -- plus  skills for managing oppositional behavior after it has
 * In-depth study of each change management style:
    i. Major fears   ii. Natural and adaptive styles when confronted by stress or change
    iii. Dynamic drives during change   iv. Needs-motivated behavior and communication language
    v. Tools for working effectively with each style
    vi. How personal dominant and sub-dominant styles can compliment vs. cause internal stress

   vii. Drawing the best out of others at work and at home -- lifestyle change
 * Now what do we do with the information?
 * Time for feedback, personal responses to the accuracy of the information, and specific questions.
 * Help to develop action and accountability plans.
 * Allowance for one-on-one time with instructor.


100% Satisfaction Guaranteed. Period.

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