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Presentation Guide for HR/Training Professionals
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Purpose of This Training Presentation
As the pace of organizational change continues to accelerate, the ability to execute and manage change
is increasingly important. Unfortunately, however, the vast majority of change initiatives fail, and
managers are unclear about how to support change and manage the effect of change on their teams.
This presentation helps you train managers to manage the effect of organizational change on their
teams and to minimize employee resistance using various checklists, tactics, and other relevant
information.
Quick Facts About This Training
Key Audience(s): Managers at all levels
Time Requirement: 45 minutes as designed
(but can be lengthened or shortened as
desired)
Materials Needed: Slide projector, notepads,
pens, whiteboard, or flip-charts with markers
How to Use This Presentation
This slideshow is intended for presentation to groups of managers. Leaders wishing to offer these
findings exclusively for self-study are encouraged to distribute this material directly to managers. In
most organizations, this presentation will enable HR practitioners to introduce managers to the content.
In turn, managers can later use this independently as reference material. The presenter of this content
should review the supplemental materials with training participants as part of the session.
Before Using This Presentation
Before conducting this training for your senior leaders and distributing the associated supplemental
materials, please incorporate the following customizations:
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Identify the sections you wish to distribute to your managers and then delete the rest (if applicable).
Place your company’s logo on each page in the lower right corner (or delete the “Insert Organization Logo Here” box).
CEB HR Leadership Council™
For Midsized Companies
Manager’s Toolkit for
Managing Change
Checklists, Tactics, and Information to Help You
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CEB HR Leadership Council™
For Midsized Companies
Objectives for Today’s Session
 Introduction to change and to your role in the change management process
 Tactics to support you and your team throughout the change process
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Roadmap
Introduction to
Change
Management
Managing
Change
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Introduction to Change Management
Obstacles to Changes
Common Organizational Changes
 Reorganization or downsizing
76%
Employee Resistance
 Change or reduction in funding
Communication
Breakdown
 Culture change
72%
Insufficient Time
Devoted to Training
 Compensation and benefits changes
 Technology systems changes
44%
Staff Turnover
During Transition
36%
 Move to new office or geographic location
32%
Costs Exceeded Budget
 New products and services
 Mergers and acquisitions (in the private sector)
Source: CEB analysis.
Note: Respondents could choose multiple answers.
Source: CEB analysis.
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Manager’s Role for Managing Change
Overview of Manager Role for Managing Change
Change Obstacles
Corresponding Manager Role
Employee Resistance
Leverage your relationship with your team to address employee
concerns on a personal level.
Communication Breakdown
Communicate key information to employees.
Share feedback from your team to senior management.
Staff Turnover During Transition
Engage and retain your team.
Source: CEB analysis.
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Roadmap
Introduction to
Change
Management
Managing
Change
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Step 1: Assess Your Own Response to the Change
Change Management Self-Assessment Questions
 Do you understand the rationale for the change, and can you explain it to anyone you work with?
 Do you believe the change is worthwhile?
 Are you clear about how the change will affect you and you team?
 How is the change affecting your existing workload?
 Do you believe the change is fair to you and your employees?
 Do you believe the change will actually occur (or is management merely paying lip service but likely
won’t follow through)?
Source: CEB analysis.
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Step 2: Communicate Change to Your Team
10 Manager Tips for Communicating Change
 Only communicate to your team what you have been authorized to do so.
 Communicate the rationale for the change in terms of mission or organizational needs.
 Explain the benefits of the change.
 Update your team regularly on the progress of the change.
 Specify how your team members’ jobs will be different.
 Acknowledge the negatives of the change.
 Provide as much detail as possible to minimize rumors and the anxiety of your team.
 Acknowledge when you don’t have the answers.
 Provide opportunities for private face-to-face dialogue.
 Emphasize that the change will happen.
Source: CEB analysis.
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Step 3: Manage Employee Resistance to Change
Strategy 1: Allow Time to Digest the Change
Once your team has learned about the impending change, allow time for it to sink in.
Strategy 2: Track the Response
Keep track of the response over time so you can react quickly as resistance issues arise.
Strategy 3: Ask for Feedback
Ask your team for feedback about the change, and cascade any noteworthy suggestions or criticism upward.
Strategy 4: Get Your Team Involved
Where possible, assign members of your team with tasks or projects related to the change.
Strategy 5: Look for Development Opportunities
Consider the options the change might provide for on-the-job development to employees.
Source: CEB analysis.
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Step 4: Special Consideration for Layoffs—
Minimize Survivor Guilt
Manager Communication Guide to Minimize Survivor Guilt
 Alternatives Considered: Detail any alternatives that were first considered to prevent layoffs
(e.g., leaves of absence, job sharing programs, salary reductions).
 Selecting Positions for Elimination: Communicate how positions were selected for layoffs to
demonstrate that objective criteria were used and applied consistently.
 Efforts to Help Employees in Eliminated Positions Fill Internal Vacancies: Communicate any
steps taken to help employees in eliminated positions fill vacancies in other areas of the company.
 Severance and Other Benefits: Inform layoff survivors about the support you are providing to laidoff employees to demonstrate that they’ve been treated fairly and respectfully.
Source: CEB analysis.
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Change Assessment and Planning
Resources for Your Help
Change Assessment
and Planning Template
Source: CEB analysis.
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