TRAINING
Leading Through Change: Training for Managers
Give your managers the skills to lead teams through uncertainty, communicate change with clarity and build trust when it matters most.
Leading through change training for managers and leaders
This fully tailored, full-day training programme gives your managers the frameworks, the language and the practical confidence to lead their teams through change and uncertainty in a way that builds trust rather than erodes it.
At Further, this training is led by our expert, Faye.
Faye is a specialist in compassionate leadership and organisational change, with a background that spans executive coaching, NHS leadership development and large-scale change management consultancy.
WHY THIS TRAINING EXISTS
Change is constant. The skill of leading people through it is not automatic.
Every organisation changes. Structures shift. Strategies evolve. Teams grow and are reorganised. New systems arrive and old ways of working disappear. What rarely keeps pace with the rate of change is the development of the people who are expected to lead others through it.
Most managers understand what is changing. What they often lack is a clear, confident way of communicating that change to the people around them, a toolkit for handling the resistance and anxiety that change almost always produces, and an understanding of why different people on the same team can respond to the same announcement so completely differently.
This training is designed to understand the impacts of the changes that are happening within your organisation and to give your team the tools and confidence to address it with clear, focused and effective communication.
Enquire about this course
EXPERTS
Who delivers the Change Communication training at Further?
Faye is a hugely experienced learning and development professional with an incredible talent for compassionate leadership and communication.
Organisations at different stages of change, with managers at different levels of experience, need different things from the same day. Faye's expertise is in reading that and responding to it in real time. It is one of the things that makes the training so consistently effective across very different contexts.
THE PROGRAMME
A full day of tailored training: here is what it covers
There is an important distinction between a training course with tailored examples and training that is genuinely responsive to the people in the room. This programme is the latter.
The session begins with Faye taking time to understand the group properly: the changes they are currently navigating, the challenges they are facing, where their experience and confidence currently sits, and what they most want to leave with. She uses that understanding to shape which frameworks she brings in, how much time she spends on each, which scenarios and examples she draws on and where the live practice is focused.
1. The Culture of Change
The day opens with an exploration of what actually happens to organisational culture when change occurs. Participants examine the specific cultural risks that change introduces: communication gaps, inconsistent messaging, loss of belonging, silos forming, confusion around accountability. Crucially, they also identify the cultural strengths their organisation has built and explore what deliberate leadership action is required to protect them.
2. Building trust during uncertainty
Participants examine what trust actually consists of and where it is most likely to fracture under pressure. Particular focus is given to the role of self-orientation: people can always sense when a leader is managing a situation for their own comfort rather than for the people around them. Participants leave this module with clear, specific actions for each element of the equation.
3. Communicating through the curve
The module covers the specific leadership response required at each stage of the Kubler Ross change curve. This is where the session addresses the most common mistake leaders make during change: leading for the stage they are at rather than the stage their people are at.
4. Change and Transition
William Bridges's distinction between change (the external event) and transition (the internal psychological process) is one of the most practically useful frameworks in change leadership. Participants learn to lead each of the three transition stages: Endings (acknowledging what is being lost rather than rushing past it), the Neutral Zone (communicating frequently and honestly when clarity is genuinely limited), and New Beginnings (recognising and reinforcing progress).
5. Understanding and managing resistance
Resistance is almost always telling a leader something. This module gives participants the skills to read what. Participants map the specific threats that change creates for different people, understand the forms that resistance takes and develop leadership responses that address the underlying need rather than simply overcoming the surface behaviour.
If you are navigating resistance in your team right now, this article on why employees resist change and what to do about it goes into considerably more detail.
6. Action planning and implementation
The day closes with participants confirming actions and plans to address the changes their own organisation is currently navigating. Using all of the frameworks from the day, we develop a practical communication approach for a live change challenge.
LEARNING OUTCOMES
What your managers will be able to do after this training
By the end of the day, every participant will have the knowledge, the frameworks and the hands-on practice to apply these skills in the changes they are currently leading.
- Understand the human and emotional impact of change and recognise why people respond in such different ways to the same news
- Communicate change with clarity, empathy and purpose, using a practical structure that builds trust and reduces uncertainty
- Apply active listening and skilled questioning to surface concerns, manage resistance and encourage genuine dialogue
- Respond to resistance constructively, reading the signals it sends and addressing the underlying needs driving it
- Maintain motivation, connection and engagement across their teams during periods of uncertainty and disruption
- Adapt their communication approach to meet people where they are on the change journey rather than where the leader hopes they would be
- Reflect on their own mindset and leadership behaviour to lead change with authenticity and credibility
- Agree clear actions and next steps that sustain momentum and help change land successfully rather than stalling in implementation
IS THIS TRAINING RIGHT FOR YOUR TEAM?
This training works particularly well when...
Further's leading through change training is a strong fit for organisations where one or more of the following is true.
- Your organisation is going through significant change — a restructure, a rapid period of growth, a merger, a change of strategy — and your managers are expected to communicate and lead through it without much support.
- People in your organisation are experiencing change differently and your managers are finding it hard to understand why, or what to do about it.
- Trust in leadership has been affected by previous change experiences and you need to rebuild confidence and credibility.
- Your managers are moving to solutions too quickly and not giving people enough time or space to process what is changing.
- Communication during change in your organisation is inconsistent, patchy or driven by urgency rather than intention.
- You want your managers to leave any change process with their team relationships stronger rather than weaker.
Frequently Asked Questions
Here are some of the most commonly asked questions about difficult conversations training from Further.
GOING FURTHER
What additional support will your people receive?
Following the training, all participants will receive follow-up notes and feedback, a personal online coaching session and access to our full library of communication skills resources.
This additional support is all focused on ensuring that the new skills that your team discover during the training are successfully applied in practice within their roles.
RESULTS
How is the success of the training measured?
We measure the confidence and competence of all learners before, during and after the training session.
The results are recorded, analysed and presented to you in an easy-to-read report.
Our goal is to ensure that all of the training that we deliver is as effective as possible and that you can clearly demonstrate the impact that your learning and development budget has achieved.
GET IN TOUCH
Ready to give your managers the skills to lead change well?
Get in touch for an initial conversation. There is no obligation and no sales pitch, just an honest discussion about the changes your organisation is navigating and whether this training is the right fit. We will be straightforward with you about what to expect, what the process involves and what it is likely to cost.
