Kerrin is the HR and Operations Manager at Leading Training and is passionate about learning and personal growth. She has a BA (HDip) Ed from Wits University with majors in English and Psychology and has experience teaching English at high school level and extensive experience in training and managing.
She loves dealing with people and the general well-being of the staff and delegates is her primary concern. She also facilitates soft-skills courses in HR, leadership and instructional design.
She is a qualified SDF (Skills Development Facilitator), having completed the UNISA Certificate in Skills Development Facilitation in 2015 with distinction. She is registered as an HR generalist with the SA Board for People Practices (membership no. 42866985). She, together with a team of professional facilitators, project manages agile customised training interventions for Leading Training clients. Their services range from training material development incliuding accredited and online learning, to high-impact facilitated interventions that result in organizational change and team growth.
She is accredited as a Level 1 Cultural Intelligence Facilitator with The Cultural Intelligence Center, has completed the Wits online Instructional Design course in 2017 and is a Certified ScrumMaster® through Scrum Alliance. Kerrin is a dynamic facilitator who consistently gets excellent reviews for the training she conducts.
One of the most overlooked aspect of any new business intervention or project is the need to manage change. People are for the most part resistant to change and if they do not buy into your proposal it will most likely fail. Any organisation will benefit from intentional change management, as change itself is of course inevitable.
This one-day workshop will help you teach participants how to:
Accept there are no normal or abnormal ways of reacting to change, but that we must start from where we are.
See change not as something to be feared and resisted but as an essential element of the world to be accepted.
Understand that adapting to change is not technical but attitudinal. Change is not an intellectual issue but one that strikes at who you are.
Recognize that before we can embrace the way things will be, we must go through a process of grieving, and of letting go of the way things used to be.
See change as an opportunity for self-motivation and innovation.
Identify strategies for helping change be accepted and implemented in the workplace.
Leading Training is focusing on providing virtual training
courses for the foreseeable future and will only consider
in-person and classroom training on request, with a required
minimum group size of four delegates. We remain committed to
offering training that is fast, focused and effective.
Save up to 10% by booking and paying
10 business days before the course.
Information may change without notice.
Potential Change managers, Project Managers, Line Managers.
We recommens that you attend the self mastery course first. Some exposure to either project management, line management, or supervision.
Course Outline / Curriculum
You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.
What is Change?
To begin the day, we will discuss some basics of change, including definitions and examples.
The Change Cycle
During this session, we will explore the three phases of William Bridges' change cycle through lecture and small group work.
The Human Reaction to Change
This session will look at Daryl Conner's interpretation of the human response to change through lecture and small group work.
The Pace of Change
We will look at how different people react to change in different ways and at different times through a lecture and a case study.
The Pyramid Response to Change
We will examine how employees, middle management, and upper management are affected by change.
A Four Room Apartment
This session will look at change using Claes Janssen's four room apartment model.
Dealing with Resistance
During this session, we will examine the three keys to successful change.
Adapting to Change
This session will discuss how to become resilient to change through a lecture, personal case studies, and small group discussion.
Strategies for Dealing with Change
Now that we have looked at change using a number of models, we will look at five strategies that can help you deal with change.
Change often makes people feel angry. We will look at some ways of dealing with our own anger and the anger of others through lecture and small group work.
Change can also make people feel stressed. During this session, we will look at some stress management and relaxation techniques.
At the end of the day, students will have an opportunity to ask questions and fill out an action plan.
Schedule Dates and Booking
There are currently no scheduled dates.
Please note that this course needs a minimum of 6 delegates to schedule
a course. You can choose to be added to the waiting list by clicking the
button below and we will contact you when we have enough delegates
interested. Should we not get enough delegates, we will refund or credit
your paid booking.
Should you need this course urgently, the following options are
Pay for 6 delegates (whether you have them or not) and we will
schedule the course as soon as possible.
If you have fewer delegates and cannot pay for 6, we can negotiate
a shortened course where some of the time will be spent in blended
learning - watching videos and doing tutorials and exercises with
some contact time with the trainer. We would want to discuss what
your core needs are so that we cover those aspects. You need to have
paid for 3 delegates at least.