The Aged care sector is experiencing change from all angles – in an individual and organisational context. This translates to tension and fatigue across all levels in the workforce.
It’s no surprise that aged care staff are feeling stress at work with the current demands placed on them, mixed with the shortages in staff many organisations are facing.
Understandably, this can leave the workforce feeling like they’re only just surviving. So how can we get our workforce thriving?
This is where we need change management, a collective term for all approaches to prepare, support, and help individuals, teams, and organisations in making organisational change.
Drivers of change may include the ongoing evolution of technology, internal reviews of processes, crisis response, customer demand changes, competitive pressure, acquisitions and mergers, and organisational restructuring.
Individual change management requires understanding how people experience change and what they need to change successfully.
It also requires knowing what will help people make a successful transition: What messages do people need to hear when and from who; when the optimal time to teach someone a new skill is; how to coach people to demonstrate new behaviours; and what makes changes stick in someone’s work.
Surviving to Thriving in Change (S2TiC)
The Surviving to Thriving in Change program is offered as part of a broader Professional Development Program designed to help individuals, teams, and organisations in coping with and making effective organisational change.
For people who manage others and are struggling with change in an operational environment, S2TiC enables people to gain insights into their own challenges as well as through the lens of others and of their organisation.
Using several recognised change management models, the core focus of the program will be such that operational staff can be confident and capable of carrying out their roles during unexpected changes. The content is also aligned with the Care Industry Leadership Capability Framework and consistent with the Aged Care Quality Standards.
Presented as the following four modules, each with their own learning outcomes:
What participants will learn:
Participants will take away learnings that are immediately actionable!
• Learn about change and transition models that can be applied to their situation
• Use a series of questions to co-design, with a partner, (either in or outside of own organisation) their role and responsibilities in the selected organisational change process.
• Explore emotional elements that are required to build trust and positive relationships with self and others in change
• Craft several key messages to demonstrate preparation for change
• Learn how to use the Continue, Start, Stop, Change model with your team in the workplace
• Use a series of questions, with a partner, to create personal action plan against each identified unexpected change in the selected organisational change process.
• Set a commitment using the Michael Bungay Stanier ‘The Coaching Habit
• Learn how to use moods to alter perceptions held by self and others towards change
• Explore how collaborative engaged teams can be enhanced through active reflective listening
• Share with a partner your progress on putting one item of your plan of action into place
• Using a series of questions, with a partner, visualise 2 alternative possibilities for your change plan
• Using the model C.A.L.M to give and receive clarity through feedback
• Use a 4-step coaching process to create focused conversations that result in clear agreements and action
• Review your individual enemies and allies of accountability for your change situation
• Use a series of questions, with a partner, to review your progress in the transition and change situation you have worked on
With trained accredited performance and leadership coaches, modules can be presented:
- Face to face
- Further individual coaching is an optional advantage to embed and sustain learning beyond the training room
What is the benefit?
- Tailored to suit participants with a range of learning styles
- Includes a pre and post survey as a means of evaluating learning outcomes
- Helps individuals engage more easily and more effectively in the change process
- Helps individuals to create a positive impact on themselves and others
- Make workdays more manageable with increased effectivity
Is your organisation ready for change?
With the S2Tic program, you can support your workforce and keep them thriving, ready and willing for change.
Contact us to find out more about delivery options and pricing.
Performance & Transformative Leadership Coach
M 0402 272 868
Arlene has studied people to people communication over the last 30 years, obtaining a Master of Commerce, and other tertiary qualifications in adult learning, human resource development, and coaching. She provides individual, and group coaching for executives, managers and teams using her skills in performance and transformative leadership coaching.
Director & Founder
M 0410 360 679
Laura is a Workforce specialist, Leadership and Career Coach with a background in Psychology. Considered the go-to trusted advisor on workforce challenges in our industry, Laura partners with clients to understand their specific challenges and tailor the most effective and sustainable solutions. Her core professional purpose is to improve and future proof Aged Care & Community Services by supporting organisations to develop the potential within their people.