Enhance your Coaching with Change and Resilience tools
Recent research suggests that of all the formal activities that leaders engage in to help them deal with change, one-on-one coaching coupled with assessments are the most helpful. MHS’ suite of self-awareness and development tools enable clients to understand their approach to change, appreciate what stage they are in a particular change, and develop strategies for building their resilience to manage and embrace change without derailing. In this workshop, you will:
- Receive your own personal results in three different assessments,
- Gain a deeper understanding of your preference when approaching change
- Learn the three pillars that underpin resilience and strategies to further develop your personal resilience
- Get certified in three assessments: Change Style Indicator, Change Navigator, and the Hardiness Resilience Gauge.
CERTIFICATION # 1 Hardiness Resilience Gauge
Build Hardy, More Resilient Leaders and Teams
The Hardiness Resilience Gauge™ (HRG) is grounded in over 30 years of research and development and provides valuable insight into an individual’s level of hardiness and their ability to cope with stressful and unexpected situations. As with all of MHS’ assessments, the HRG is a scientifically rigorous tool that demonstrates exceptional reliability and validity.
The HRG focuses on the three C’s – Control, Commitment, and Challenge. The three C’s of Hardiness represent the key qualities that people high in hardiness possess. They believe they have control over the events they experience. They commit to seeing the world as meaningful and interesting, and they view challenges and change as growth opportunities.
CERTIFICATION # 2 Change Style Indicator®
Measures an individual’s preferred style in approaching change and in addressing change
The Change Style Indicator is a leadership assessment designed to measure an individual’s preferred style in approaching and addressing change. It provides leaders of all levels with insights on personal preferences for managing through change and provides context for how those around them might perceive and respond to their preferred style.
The instrument addresses both initiated and opposed change and places the respondent on a continuum between:
Conserver: prefers the known to the unknown
Pragmatist: prefers to explore the current situation in an objective manner
Originator: prefers a faster and more radical approach to change
With the Change Style Indicator, leaders will:
Learn about three unique styles for dealing with change
Discover their personal position on the continuum of change style preferences
Learn how a preferred style affects how others perceive an individual and how a style influences the perceptions of others
Explore the advantages and strengths that each style offers in a team effort
Improve interpersonal communication and understanding
Avoid conflicts and reduce unproductive meeting time
Realize the value of all perspectives when resolving issues
Enable the group’s creativity, collaboration, and innovation
Increase teamwork and cooperation
CERTIFICATION #3 Change Navigator®
Change Navigator is a revolutionary new tool for change leaders that takes participants on a journey through the stages of transition that are common to periods of change and helps people to understand and navigate them. It focuses on the emotions of individuals as they navigate change and the predictable stages of transition. The assessment measures where individuals will fall in the four stages of transition for a specific change event:
A unique exercise in change exploration designed for organizations that are undergoing a specific change event. Change Navigator is approximately a two-hour experience that can be conducted in any training program or change initiative in the change curve.
Change Navigator should be deployed to anyone who:
- Is affected by organizational change
- Will have an impact on the successful implementation of a change initiative
Change Navigator is especially applicable for organizations who meet the following criteria:
- Have planned a change event and are concerned about successful implementation due to potential cultural conflicts or lack of adoption
- Are currently undergoing a large scale change initiative and are worried about the progress being made due to organizational adoption