Half day 1: theory and best practices
You explore the theories of change management and analyse best practices for change communication.
This page was translated from Dutch with AI.
Change communication
A change only lands well if you explain it properly, and people react to the unknown with fear and doubt. In this in-company training you learn to communicate change clearly and empathetically. The training consists of 3 half days for 6 to 12 participants, in Dutch or English.
Do you recognise this?
The board has decided and the news must go out. You have to tell your team, and you are still looking for the right words. You know they will ask questions to which you do not yet have the answer.
You already see how their faces change. You want to be honest and clear without causing unrest, and you feel the tension in your stomach beforehand.
When a change is coming:
- people struggle to adapt to new situations;
- there is fear of the unknown and doubt about their own abilities;
- you do not know how to inform employees properly;
- you run into resistance and difficult conversations.
If change is not communicated well, it can lead to less trust in leadership, lower morale and lower productivity.
Why does a change become a source of unrest so quickly?
People react to the unknown with questions, doubt and sometimes fear. If the explanation is missing or lagging behind, they fill in the blanks themselves, and that is rarely more favourable than reality. This is how uncertainty grows.
That costs trust in leadership and energy in your team. You suffer from it too, because every conversation about the change becomes heavier than it needs to be.
It does not have to stay this way. Clear and empathetic communication about change is a skill you can learn.
How do you present a change so that people want to join in?
Good change communication starts with understanding what change does to people. If you know the psychology behind it, you can choose messages that increase involvement instead of feeding resistance.
Our coaches know the weight of such a conversation. We work from theories of change management and best practices, and you practise with real situations from your organisation.
In three half days you build a communication plan, develop effective messages and practise the difficult conversations. This way you enter the conversation with your team with more peace of mind.
What you can do after the training
After the training you can:
- understand the psychology of change and its impact on individuals and teams;
- communicate change initiatives in a way that increases involvement and acceptance;
- draw up a communication plan for a change and develop effective messages;
- respond to resistance and handle difficult conversations during change processes;
- promote a culture of openness and collaboration.
This is how we approach it
The training consists of three half days.
Half day 2: communication plan and messages
You learn to draw up a communication plan for change initiatives and develop effective messages.
Half day 3: having conversations
You practise conversations about change, dealing with resistance and promoting a culture of openness and collaboration.
Afterwards you keep practising
Every training is extended in the THOC Leerruimte, our digital learning platform. You get learning materials there, including a syllabus and instructional videos.
We work in an experience-oriented way: practical exercises and real-life scenarios with which you apply the concepts immediately.
Who gives this training
Our coaches can give this training. Are you a leader, manager or HR professional? Tell us which change you are preparing, and we will tailor the programme to it.
Frequently asked questions
Practical details
- Formula: In-company training
- Languages: English, Dutch
- Participants: 6 to 12