No organization can afford to stand still. There are always new challenges. Being able to manage change effectively is crucial to survival and success. Managing change is preparing and supporting individuals, teams, and organizations to implement change effectively. Managing change involves managing communication between the people leading the change and those affected by the change, and managing the emotional responses and reactions that are part of any transformation. In this course you will cover four sections: • SECTION 1: Managing Change Effectively • SECTION 2: Corporate Social Responsibility • SECTION 3: Essentials for Exit Interviews • SECTION 4: Unions and Collective Bargaining Section 1: Managing Change Effectively We can develop agility and resilience if we manage change effectively. Being able to manage change effectively is crucial to survival and success. In this first section you will see three videos: • Manage Change Effectively • Manage Change Successfully • How to Cope in Harsh Times Manage Change Effectively Change may happen for reasons out of our control or perhaps we plan the change. Change can be stressful and even frightening, so rather than welcoming it, we often resist it. Managing change is an emerging and important skill that people throughout an organization need to add to their resumes. In this video psychologist Peter Quarry explains how we can learn to manage change successfully. You will learn the importance of: • Accepting and navigating our emotional responses to change. • Recognizing and taking advantage of positive opportunities presented by change. • Helping others to handle and adapt to change. Manage Change Successfully Managers need to be driven by a vision and take opportunities to talk about the changes and desired outcomes with enthusiasm. The manager needs a systematic plan and must offer support during a challenging change. You will discover the personal qualities required: • Ability to welcome change. • Resilient. • Active learner. • Supportive and understanding of others’ reactions. This video provides strategies to help managers successfully manage change and gain commitment from the team. You will learn to: • Understand people’s reactions to change. • Allow opportunity to let people vent feelings. • Involve people in the change and decisions, ensuring commitment and ownership. • Be clear with what parts of the change people can be involved in, and what parts they can’t. • Find a Change Champion, someone who is very enthusiastic about the change and optimistic, someone others can relate to. • Celebrate achievements. How to Cope in Harsh Times Living through harsh times can take a heavy toll on our mood, our health and our outlook. It can leave us feeling helpless and overwhelmed. We may be grieving something or someone we have lost, or uncertain about how to move on with our life. In this video psychologist Eve Ash explains that changing our thinking patterns and habits can help us to cope in harsh times and regain a sense of control and fulfilment. You will learn about strategies for coping in harsh times: • Recognize your own thinking patterns – prioritize constructive thoughts. • Avoid destructive habits – make changes that achieve results. • Monitor and record how you feel – observe yourself and get a perspective. • Talk to someone with empathy. • Focus on a positive future – develop a plan with priorities. • Find ways to self-refresh – and look for ways to help others. Section 2: Corporate Social Responsibility Corporate Social Responsibility (CSR) is the concept that an organization should play a positive role in the community and consider the environmental and social impact of its business decisions. Business success is measured not only by profitability, growth, or brand recognition. Customers, employees, and other stakeholders also judge an organization by how its activity impacts the community, economy, environment, and society at large. Areas of social responsibility include environmental, philanthropic, ethical, and economic. In this section you will see the video: Corporate Social Responsibility in which psychologist Peter Quarry discusses CSR with Ann Sherry, the former bank executive, and CEO. You will hear a case study from Ann’s bank and you will learn that: • Addressing social problems improves an organization's profile in the community and extends their customer base. • There are beneficial ripple effects from supporting people and causes. • A social responsibility strategy includes identifying stakeholders (not only shareholders) and asking them for feedback. • It is important to find a starting point where the organization can engage and work with the community.   Section 3: Essentials for Exit Interviews An exit interview is a meeting, discussion or survey for employees when they are about to leave an organization or workplace. The purpose of an exit interview is to assess the overall employee experience within the organization and identify opportunities for improvement in management and work practices. The 'interview' process varies from one organization to another, but the aim is for the employee to share information about their experience in the company - positive and negative. Most often the 'interview' involves asking a series of questions, in person one-on-one, or using an online survey. In this section you will see two videos in which psychologist Eve Ash explains nine essential issues to get the most out of an exit interview. • The Value of Exit Interviews • How to Conduct Exit Interviews The key points you will learn from these videos are: 1. Use online surveys. 2. Pool data to identify trends. 3. Choose the best time. 4. Have an independent, impartial person conduct the exit interview. 5. Make it an honest open discussion. 6. Ask quality questions. 7. Be open to honest feedback. 8. Pass on feedback honestly. 9. Use information to drive improvement. Section 4: Unions and Collective Bargaining Everyone needs to work together and communicate, to achieve common goals. When it’s a question of negotiating rights, there can be lots of disagreements. Collective Bargaining Agreements aim to regulate workplace issues such as working hours and conditions, workers' pay and benefits. Managers and staff often have strong views and very different positions, so progress in collective bargaining and negotiating rights can be slow. It is important for all parties to talk openly and constructively and actively seek solutions. In this section you will see the video: Unions and Collective Bargaining They key points you will learn in this video are: • Don’t be uninformed. Understand your rights at work. • Don’t bully and complain. Be clear about your own position. • Don’t be uncompromising. Allow for some flexibility. • Don’t be unreasonable. Negotiate carefully.