Mastering the Storm of Change: How to Thrive When Your Organization is Not Standing Still

Change is hard but it is also essential for survival.

History is filled with examples of organizations that failed because they could not adapt, even when the need for change was obvious. Remember renting videos from Blockbuster? Netflix offered a superior model early on, but internal resistance and comfort with the status quo made it difficult for Blockbuster to pivot in time.

The same dynamic plays out inside organizations every day. When change is imposed new systems, new leadership, restructuring, or new expectations it often pushes people out of their comfort zones. At best, it requires extra energy and focus. At worst, it can drain enthusiasm, create resistance, or cause people to disengage entirely.

This webinar addresses four critical dimensions of change:

Why Change?
Understanding the true drivers of change and why clarity matters. When people don't understand why change is necessary, resistance is almost guaranteed.

The Psychological Effects of Change
Introduction to the Morale Curve, based on Menninger Clinic research, to help participants anticipate and normalize the emotional ups and downs of change.

Healthy Responses to Change
Exploration of the PAL® model Proactive Change, Acceptance/Embracing, and Leaving as healthy, empowering choices individuals can make during difficult transitions.

Leading Change
Practical guidance for managers and informal leaders on how to lead others through change by recognizing and managing the different types of "pain" people experience during transitions.

Why should you Attend: In today's world, change is no longer an occasional disruption it is a constant reality. Organizations must continuously adapt to shifting market conditions, rapid technological advancement, evolving customer expectations, and new competitive pressures. Entire job categories disappear, only to reemerge with new titles, responsibilities, and skill requirements. Whether we welcome it or not, change is here to stay.

Research has shown that major changes in our lives whether positive or negative can have a profound impact on our performance, motivation, and overall sense of well-being. Change consumes energy. It challenges our sense of competence, identity, and control. Left unmanaged, it can reduce engagement, increase stress, and undermine performance at both the individual and organizational level.

According to research from the Menninger Clinic in Topeka, Kansas, major role changes tend to trigger four predictable stages of psychological functioning:

Stage 1: Excitement
At first, the decision to change brings a rush of energy. There may be feelings of optimism, motivation, and possibility, often mixed with apprehension, fear, or self-doubt as the reality of the change begins to sink in.

Stage 2: Disillusionment
Once immersed in the new situation, the excitement fades. Expectations collide with reality, and unanticipated challenges emerge. Frustration and disappointment can surface as the change proves more difficult than anticipated.

Stage 3: Anger
Over time, unresolved frustration may turn into anger or resistance. While this stage can be uncomfortable, it often brings renewed energy and clarity. When managed properly, it can become a turning point toward constructive action.

Stage 4: Integration
Eventually, individuals adapt. The change becomes part of daily life. Some reach this stage with renewed purpose and satisfaction. Others may still experience disappointment, but have learned how to function effectively despite it.

This webinar equips participants with the insight and tools needed to navigate each of these stages successfully so they are better prepared not just for the current change, but for the many more that inevitably lie ahead.

Areas Covered in the Session: You will learn how to:

• Adapt to new roles and organizational changes so you stay ahead of the curve - changing what we do and how we do it can be daunting for many of us, especially when it's in untraveled territory
• Overcome your own resistance to change, which is a natural response. Change can be scary and at the very minimum, requires us to exert energy we normally would not have to exert
• Manage the psychological roller coaster that is a natural part of change - Menninger's Stages of Response To Change are not so much to be avoided as to be embraced and adapted to our individual situations
• Discern fear vs. excitement as you see change approaching - each can work for you if you handle them correctly
• Control post-change nostalgia for the past - it's tempting to wish for the "good old days" when we are in the midst of change
• Engage the up and down feelings that change often spawns - these feelings are natural and can help us to get through the change process successfully
• Prepare to embrace each change that comes at you - because in today's world, more change is inevitable
• Enhance your chances for job security (not an oxymoron) - organizations are always changing and they tend to stick with those who help rather than hinder the changing process
• Enjoy your job more and have fun in the face of doing more with less
• Identify the differences between things you can change and things you cannot
• Replace whining and pity parties with proactive, positive performance
• Move forward with your life by creating your own pocket of excellence

• Employees facing organizational change such as restructuring, new leadership, new systems, or changing job expectations
• Frontline leaders and supervisors who must help their teams stay productive, motivated, and focused during periods of change
• Managers and informal leaders who influence others but may not control the change itself
• Professionals whose roles are evolving due to technology, market shifts, or new performance demands
• High-potential employees preparing for increased responsibility in changing organizations
• Individuals feeling stressed, resistant, or uncertain about change and looking for practical ways to regain control and confidence

• Feel drained or frustrated by constant change
• Want to understand the emotional and psychological impact of change on themselves and others
• Are expected to "stay positive" and productive while navigating uncertainty
• Want practical tools, not theory, to deal with change more effectively