Achieving behavioural change
When change is occuring in a workplace is the time when flexibility, creativity and openness is needed.
But change all too often sees an increase in conflict and people responding as through the change is an attack on their way of life – and resistance increases in turn, as a natural defence mechanism.
Change in an organisation is exerting pressure on the ‘environment’ circle in the model below, pushing someone into changing their behaviours – which under the surface is exerting pressure on their values and beliefs. Poorly managed change will see behaviours that are the result of those values and beliefs, and underlying needs, being threatened; not because the person wants to be difficult, but because the only thing we fear more than going through change, is our selves being changed.
It’s hard work to try and change people’s behaviours by exerting pressure from the outside (the environment layer). Much more effective, is to change behaviours from the inside out – by working on needs, values and beliefs, so that the new behaviours become natural and congruent with the person’s sense of self.
We can work with leaders so that they have real insight into their own strengths and development areas, in terms of leading change; and with the managers who are the lynchpin of any change programme. And of course, we can work with your people so that no matter whether you are going through an explicit change such as a merger, or are simply living ‘on the edge of chaos’, we can help.
And a good place to start is by looking at your values.
My test of a good training provider lies not with it’s “off the shelf” courses, but in how it applies its skills to the context of the customer. The tailored mediation training provided by CMP not only met my benchmark test, but exceeded it by some margin.
From commissioning to organising the training, then the delivery and follow up CMP have been exceptional as they are interested not only in the quality of what they deliver but in the quality of what we as a customer can then do.
The mediation training was something new and completely different to anything I have ever done before. Completely relevant to what I want to pursue in future. The trainer kept it real, his passion for his art was obvious throughout. Thank you very much!
I was delighted with the group mediation training. It got straight to the point and didn’t go over old ground. It left me room to personalise the information to my needs and situation and provided a structure and method for group mediation which most importantly could flex to the needs of the situation and participants.
Just a note to say how useful this was: particularly the case study which has really given us some ideas to follow up.
The mediation training was comprehensive, interactive and interesting as well as challenging. The trainer was very patient, in what was a classroom full of very different candidates
I really enjoyed the hands-on practical nature of the advanced mediation skills training. The trainer was really approachable and made it very real and memorable – I felt comfortable to try and make mistakes and then learn from them.
CMP are a professional, highly skilled and reliable organisation. Very willing to share their expertise which is making a difference to managing conflict and improving relationships within NHS Grampian.
Interesting, challenging, informative and honest. An exceptional training experience.
The advanced mediation training a very rewarding course that provided further learning and personal development in the field of mediation. Thank you to the trainer.
Why do people, managers and organisations find it so hard to address conflict early? If people at work were better at handling disagreement and conflict, CMP Resolutions would be out of a job – but business has never been better!
In this paper we look at the role that values can play in supporting a more constructive approach to difficult situations at work.