Change can have a significant impact on your work. Most people involved in organizational change experience a wide range of emotions. Regardless of the reason behind the change, feelings of anger, resentment, anxiety, resistance, sadness and excitement are common at different points in the change process. According to a recent survey completed by The Creative Group and AIGA, less than half (45 percent) of creative professionals said changes within their organizations are considered carefully. Moreover, 53 percent felt employees aren’t sufficiently involved in implementing change. Some may worry about their perceived competency to carry out new tasks or worse yet, actually being unable to handle it. These anxieties all stem from a nearly universal fear of the unknown.

Many organizations fail to successfully implement change because they were unaware of some of the critical requirements in managing it. Participants will explore tools and techniques to effectively deal with difficult transitions.

Key Learning Outcomes:
– Describe the nature and concept of the change process and its components.
– Identify effective means in anticipating and managing change in the workplace.
– Achieve focus and control in managing change from start-up to follow-through.
– Understanding the importance of letting go of past negative experiences – “Hitting the refresh button”.

Areas of Concentration may include:
– “60 second workout”
– Exploring Change vs. Transition. Is Change hard?
– The 7 Major Changes in the workforce and their impacts on you.
– Personal Cycle of Transition & Reflection on Beginning, Neutral and Endings.
– Letting go of negative experiences, disagreements and failures produced in the change process. Focusing on opportunity and taking control of what you can control.

With the complex and multifaceted challenges facing today’s Public Service, engaging new Public Servants and Millennial staff, it is becoming increasingly challenging for employees to develop the skills required to successfully manage their own careers.

At CareerJoy™ we understand that Career Literacy is vital to ensuring confidence, motivation and overall wellness within the Public Service. A central component of Career Literacy is the concept of Career Mapping. This practical workshop will explore this concept. As part of the workshop, each attendee will be receiving the Career Decision Making Tool.

Areas of focus to include:
– The importance of setting short, medium and long-term career goals.
– Strategies to develop one’s career goals.
– Understanding the key pillars of Career Management – Are you managing your career or is your career managing you?
– Navigating the launch and mid-point of one’s career.
– Understanding your options based on talents, passions and career ecosystem.
– Making choices around your personal and professional needs.
– Aligning your professional strengths with the choices you make.
– Strategic use of a mentor to help navigate one’s career.
– Uncover the myths and truths of a personal brand.
– Determine your unique value proposition and get your personal brand working for you.
– Discussing the perceived emotions from various types of brands.
– Exploring the long-term positive and negative potential impacts of your personal brand.
– Ensuring your brand is authentic and relevant to your goals, talents, passions and career ecosystem.

The complexity of knowledge work today requires a workflow methodology that allows us to be intentional, proactive, and thoughtful. The basis of a useful workflow management methodology is the ability to make tasks and responsibilities easy to organize, track, and act upon. A workflow methodology allows individuals to regain control, feel less scattered, and experience less stress.
– Maura Thomas, “Time Management Training Doesn’t Work,” Harvard Business Review, April 22, 2015CareerJoy™’s approach to time management goes beyond managing your time, to managing yourself in relation to time. This includes setting priorities and taking action. It requires adjusting your activities or habits that cause you to waste time. This includes a openess to experiment with new, more effective methods to enable you to find the best way to make maximum use of your time.

 

 

Part A: Time Management (Morning 8:30am – 10:00am)

Key Learning Outcomes:
– Improved self-management skills.
– The difference between being “busy” and “productive”.
– Understanding the time management matrix.
– Application of the Pareto principle (80/20 Rule) to time management issues.
– How to beat the three most common time wasters.
– How to handle interruptions.
– Identifying and eliminating personal “time wasters”.

Areas of Concentration may include:
– Managing time, tasks and activities.
– Organizing your and your team’s day and week.
– The time management matrix.
– The Pareto principles (80/20 Rule).

Part B: Priorities and Workflow (Morning 10:15am – 12:00pm)

Key Learning Outcomes:
– Improved organizational skills.
– How to prioritize using decision matrices.
– Understanding the importance of, and when to, say “no”.
– How to plan ahead.
– How to delegate in the right way for the right reasons.
– The accountability matrix.

Areas of Concentration may include:
– Tools and tactics to successfully balance multiple and competing priorities.
– Maintaining a consistent focus on priorities
– The various benefits of effective delegation.
– Aligning your individual activities with organizational priorities.
– Recognizing what’s urgent and what’s important.

Part C: Following Through (Afternoon 1:00pm – 3:00pm)

Key Learning Outcomes:
– Maximize your personal effectiveness.
– Develop your personal effectiveness to get more done in the same amount of time.
– Develop your personal initiative and beat procrastination.
– Develop a positive mental attitude and use ambition as the motivator rather than fear.
– Develop your own individualized plan of action.

Areas of Concentration may include:
– Maximizing technology, software and programs you may already be using.
– Consistent and complementary workgroup and team approaches.
– Workplans, templates and processes.

Part D: Takeaway, evaluation and group discussion (Afternoon 3:15pm – 4:30pm)

CareerJoy’s general Leadership Development Workshop is suited to employees at all levels of your organization.

Key Learning Outcomes:

– Recognize one’s personal leadership approach and understand how assumptions, beliefs, and emotions/behaviors can enable/ hinder leadership success
– Recognize and acknowledge the accomplishments of others
– Overcome barriers that are holding you back
– Set the example for others by aligning one’s leadership approach and actions with shared values
– Strengthen the ability of others to excel by adopting a coaching mindset and approach
– Leverage the talents of peers and co-workers to achieve unprecedented results.

Areas of concentration may include:

– Leadership Styles and Communication
– Understanding different leadership Styles
– Understanding the difference between Managing and Leading
– Communicating with influence and impact
– Verbal & non-verbal communication
– Leadership and Management of Change
– The need for change
– Psychology of resistance to change
– Implementing the change model

– Leadership and Coaching employees
• The Leader’s role in coaching
• Coaching for performance
• Motivating staff, setting goals and building a team
• Providing acknowledgment and feedback to staff and monitoring staff performance

– Leadership and Emotional Intelligence
• Understanding EQ and its impact on performance
• Building resilience and techniques to cope with stress.

Are you or your employees avoiding or feeling anxious about conversations you know you need to have, having trouble managing emotional colleagues or clients, or just generally seeking to make your workplace culture a bit more positive? This session will explore techniques and strategies to allow your staff to handle difficult conversations and manage challenging internal dynamics with skill and confidence.

Key Learning Outcomes:

– Analyze and prepare for a difficult conversation.
– Deliver difficult messages clearly and powerfully.
– Avoid common (but critical) communication mistakes.
– Become a better listener by adopting a collaborative, supportive mindset.
– Overcome fears that lead you to avoid conversations.

Areas of Concentration may include:

– The importance of engaging in difficult conversations.
– General communication and listening strategies.
– Key strategies used to frame difficult issues to promote constructive discussions.
– Managing emotions and disagreements without escalating the conflict.
– Avoiding common communication pitfalls.

Are you part of a diverse, dynamic team? Have you evaluated how you’re strengths and weaknesses can interrelate to increase team performance and morale? This seminar will directly engage employees with proven activities to improve team communication and group cohesion.

Key Learning Outcomes:

– Increased self-awareness and recognition of one’s unique blend of strengths and qualities.
– An enhanced understanding of other’s communication style differences.
– An improved understanding of which patterns are effective and which aren’t and why. (including awareness of “blind spots” and pressure points).
– Enhanced appreciation of others’ communication/personality style differences.
– Formulation of specific strategies to create more collaborative and supportive relationships.
– Creation of targeted improvement goals

Areas of Concentration may include:

– Self – Assessment tool (e.g. Personality Dimensions) – Identify Assets, Blindspots & Pressure Points
– Team discussion and takeaway
– Leadership Identity Tool & Discussion (optional)
– Explore similarities and differences among personality types/styles – including communication and interpersonal styles.
– Specific strategies and tools to resolve differences and improve team relationships.
– Setting targeted improvement goals.

This is an interactive workshop with practical applications. It utilizes an experiential-based delivery approach that applies concepts discussed to “real life work” situations. It identifies, explores and teaches tools and strategies that can improve workplace, team and individual health

Key Learning Outcomes:

– Recognize one’s personal emotional health
– Create a safe environment for self and the team
– Improve individual and team effectiveness
– Accomplish individual and team goals
– Strengthen the wellbeing of self and team members
– Create a healthy and compassionate workplace
– Protect self from unhealthy choices by developing a strategy for developing and implementing healthier lifestyle habits

Areas of concentration may include:

Emotional Fitness
– Establishing personal boundaries and emotional self-preservation
– Becoming more self-accepting and accepting of others
– Understanding the connection between emotional and physical health

Work/Life Balance
– Establishing clear expectations
– Setting responsibility priorities
– Identifying energy drainers and developing strategies for managing them
– Managing demands, devices, stress and overwhelm

Setting Goals and Managing Change
– Creating SMART goals
– Understanding how implementing SMART goals can manage change

Mindfulness
– Understanding the advantages of living in the present
– Understanding how mindfulness promotes good listening skills
– Enhancing the wellbeing of self and others
– Developing greater compassion for self and others

Healthy Habits
– Understanding what contributes to good health for self and team
– Identifying healthy habits
– Developing strategies for establishing and maintaining healthy habits

Key Learning Outcomes:

– Define and identify what stress and resilience are for you
– Understand where stress comes from and how to manage it
– Learn about the different levels of stress, which ones are good for us, and which ones are not
– Develop ways to manage stress and cope better
– Begin to build your resilience through a variety of strategies
– Use control mechanisms to increase personal effectiveness and build resilience to manage stress
– Build a personal resilience plan that you can apply to almost any situation

Areas of concentration may include:

– Stress and Resilience
– Understanding what stress is
– Understanding the difference between stress and resilience
– Identifying the causes of stress
– Types of stress – not all stress is bad
– Coping With and Managing Stress
– Control of the situation versus control of yourself
– Maintaining focus to gain control
– Strategies for regaining calm and managing the stress
– Identifying negative self-talk and changing it to positive
– Resilience and Better Stress Management
– Traits of resilience
– Developing those resilience traits
– Creating your resilience plan

Rise above the competition and achieve the position or promotion you are looking for! Our accomplished Resume Writing workshop will explore the proven strategies to help you succeed.A résumé is a self-marketing tool. It is designed with one purpose in mind; to “sell” your skills, knowledge, and experience to an employer so that he/she will invite you for an interview. A strong résumé speaks to the employer’s needs and requirements and demonstrates a match between what you have to offer and what they need. It stimulates interest in you by summarizing information – unique qualities, well-developed skills, relevant work or academic experiences, or accomplishments that clearly differentiate you from the competition.

Key Learning Outcomes

– An up-to-date overview of how to successfully navigate the job search process in Canada’s economy in 2016, including an awareness of why creating an outstanding resume is paramount.
– Keywords, phrases and strategies to set your resume apart from those of your peers.
– A comprehensive understanding of the importance of, and how to, formulate your value proposition.
– A practical, visual overview of examples of high-caliber resumes including examples from a variety of positions within diverse sectors such as Government, non-profit organizations, finance, information technology, construction, telecommunications, sales and small business.
– Clear and practical knowledge about the utility and application of focusing on benefits vs features.
– How to bring out new, substantive, practical and helpful benefits from those career experiences that you always thought were mundane.
– Understanding the “Prime Real Estate” resume concept and concrete strategies to leverage that knowledge.
– A general understanding of current resume trends and hiring trends among key sectors of the Canadian economy including public & private.
– A comprehensive understanding of why and how to speak to the employer’s needs.
– Familiarity with the different types of resumes and different components within those resumes.
– Learning how to avoid common misconceptions in the employment marketplace.

Areas of Concentration may include:

Resume Preparation:
– Understanding your target audience and leveraging your layout.
– The “Prime Real Estate” concept.
– The importance of thorough research and how to narrow that research.
– Tips on creating visual appeal, easy to read layout, and high-quality reproduction.
– Eliminating irrelevant information.
– When and how to use references.

Federal Government Competition and Public Sector CVs & Cover Letters.
– Highlighting key competencies and tailoring to specific job postings.
– Cover letters, style, content and keywords.
– Strategies to help ensure you get “screened in” to the interview competition.

Types of Resumes
– Chronological Resume.
– Functional Resume.
– Combination Resume.

Resume Construction
– Pros & Cons of including various types of sections (Objective, Profile etc).
– Qualifications/Experience.
– Employment experience.
– Education, Training & Educational activities.
– Extracurricular activities, volunteering & leadership activity.
– Language.
– Additional Resume Categories.
– Layout, Space, Fonts & Grammar.
– Highlighting & Emphasis.
– Printing & reproduction.
– Key Resume Phrases & Words.

Strong interview performance is key to getting the position you are looking for. Our Interview preparation and coaching workshop is practical and goals-focused. It leverages CareerJoy’s 12 years of experience helping thousands of individuals nationwide to achieve the success they are looking for.

Key Learning Outcomes

– Understanding the three keys of a successful interview – Confidence, Communication & Content.
– Practical knowledge of proven, effective preparation strategies for various types of interview scenarios.
– Familiarity with how to conclude a strong interview.
– Increased confidence in how to avoid mistakes and recover from mistakes.
– A concrete familiarity with the employer’s perspective going into an interview.
– Understanding how to creatively and uniquely articulate your value proposition for maximum effectiveness.
– Salary Negotiation tactics.
– General knowledge of differences between public and private sector interviews.

Areas of Concentration may include:

Exploring the differences between Federal Government interviews and Private Sector interviews.
– Content and volume vs succinctness and brevity.
– Cover letters, resumes and application system overviews.
– Key competency principles.

Preparing for a successful interview

– Before (preparation), During (action) and After (strategic follow-up).
o Articulation of skills, values, interests, abilities and long-term plans.
o Different types of questions to prepare for.
o STAR principles.

– Logistics
o Location, resume, other documents, prepared questions for the interviewer, anticipate stressors.
o The latest dress and etiquette principles.

– Research
o Leveraging LinkedIn, internet and personal/professional network.

– Resume answer readiness
o Expansion strategy.
o Potential resume content questions.

Interviewing in 2016
– Exploring the benefits of practice roleplay for interview prep.

During the interview
– “Do’s & Dont’s”.
– Recovery strategies and mentality, following errors.
– Behavioral questions.
– Closing the interview – How to “close strong”.

Exploring strategies for success at different types of interviews
– Group interviews & multi-person panels, phone, on-site, one on one and public setting “over a meal”.
– Appropriate shifting from casual conversation to business interaction.

Strategic follow-up

Salary negotiation strategies
– Top 10 tips for salary negotiation.
– Exploring strategies for various potential scenarios and how to adapt.

Do you have employees within five (5) years of retirement? With present statistics, the new retirement stage of life could easily be longer than one’s total past career life. Planning ahead is essential. At CareerJoy™, we understand that individuals approaching retirement are neither “human capital” nor simply “an asset”. Each of these individuals has their own, unique story to tell. This workshop will help participants see the bigger picture, beyond financial and leisure, to a reason to get up in the morning, to have a passion and a purpose. Our program will foster a renewed commitment to one’s community by utilizing a comprehensive exploration of the full range of various post-retirement/semi-retirement options. We will help clients achieve clarity and direction to help them transition their personal skill set.

General Benefits to the Employer:

– Puts employees at ease and continues a culture of goodwill, eliminating fear so they can stay focused and engaged in their work, knowing that they will be taken care of through their entire career life-cycle.
– Gives your retiring employee a sense of pride and control until the end of their project, enabling them to more effectively transfer knowledge and mentor individuals taking over their role.
– Delaying retirement can ‘land lock’ potential new leaders in your company. Retirement coaching creates a clean transition so that your valued employee and your organization can move on to new and exciting opportunities.
– Fosters a sense of goodwill for employees going through the retirement process, increases referrals and protects your corporate brand.
– You have supported this person throughout their career cycle, and now you can give them the benefit of finishing well.

Areas of Concentration may include:

– Identifying new short and long term goals in all areas of life (retirement development plan).
– Deconstructing common myths surrounding retirement (“Freedom 55” myths).
– Finding your purpose, passion and dreams.
– Discovering your authentic self.
– Identifying your areas of strength, those that are satisfactory, and those needing.
– Focus (abilities & competency assessment).
– Learning how to enjoy life.
– Determining whether you will work and how it will be structured if you do.
– Creating a balanced lifestyle.
– Doing things never before attempted.
– Finding a rewarding way of giving your talents and gifts in community.
– Getting organized.
– Clearing old clutter (mentally, physically and emotionally).
– Helping you overcome fears and other mental and emotional barriers.
– Testing your assumptions, ideas and models about retirement.
– Resolving timing issues (one spouse works, the other retires etc.).
– Brainstorming ideas for entrepreneurship in retirement.

Mindfulness is about understanding yourself and being present, or “in the moment”. Improving Mindfulness will provide benefits throughout our professional and personal lives. Improving mindfulness through gratitude, filtering, and active listening will give your staff the advantage of seeing things in a new light. This workshop has the ability to give your participants an increased recognition of mental events in the present moment which provides countless benefits. Your staff will become more mindful of their actions and learn how to express and interpret their present environment. They will create positive connections and increase their self-regulation of attention and personal experiences.

Areas of Concentration may include:

-self-awareness and emotional intelligence growth areas,
-learn how to express and interpret their present environment,
-create focus on a single task at a time instead of multi-tasking,
-how to overcome distractions for yourself, and in giving people your full attention,
-recognizing the situations or stress points that trigger reaction versus thoughtful response,
-participants will develop their own mindfulness plan that they can implement right away,
-uncovering and addressing our personal bias,
-develop an awareness of our unbalanced bias or disposition to pre-judge,
-how our attitude, judgment, or stereotyping affects those around us,

More and more, organizations are recognizing that a diverse and inclusive workplace creates an environment that invites employee engagement, contributes to employee wellness and enhances productivity. In almost every person to person conversation, there are now diversity elements to be considered that include; race, gender, religion, physical limitation, mental wellness, socio-economic, and also political, and differing perspectives.

In this workshop we will discuss what we mean by diversity and inclusiveness – what is it and why is it important? What is the difference between Employment Equity and Diversity and Inclusiveness?
We will explore what a diverse and inclusive workplace looks like – what are the obstacles? We’ll identify ways that each employee/manager can contribute to creating and supporting a diverse and inclusive workplace where everyone is able to bring their whole selves to work. We will also explore ways to work together to ensure culture change for long-term success – how to maintain a diverse and inclusive workplace

Areas of Concentration may include:

-Knowledge of the business drivers for inclusion and diversity
-Understanding of the meaning of inclusion
-Awareness of one’s own and other’s biases and implications for work settings
-Respect for and willingness to embrace individual differences and diverse perspectives
-Appreciation of the value of the contributions of all employees
-Skills for managing bias in oneself and others
-Workshop participants leave with a personalized action plan for managing their own and others’ unconscious bias.

The human mind has an incredible capacity for change, transformation and adaptation. In order to understand how we can put this knowledge to use today, let’s explore the past, the present and the future of work, together.

From fear and protectionism to courage and opportunity, humanity rarely fails to rise to the occasion. We will explore the causes, challenges, changes and outcomes from the past three industrial revolutions of 1765, 1870, 1969 and to the modern day “Industry 4.0” revolution that interconnects digital, physical and social ecosystems. We will explore the mindset and skill sets we need to embrace in order to become agents of change on our teams and in our organizations.

Key Learning Outcomes:

• Broader knowledge of best practices and models from highly successful modern private and public organizations in the Work 4.0 digital landscape.
• Understanding why agility is a critical characteristic of success in work ecosystems in 2020.
• Higher levels of optimism and confidence in the capacity to adapt to change.
• Increased alignment with the vision and fundamental reasons behind why transformation is necessary and how to become an agent of change in the organization.

Leadership today has never been more important. Learning how to effectively accept and manage uncertainty and its impact on businesses, processes and teams is key.

In this session, leaders will develop the skills necessary to guide their teams through the unpredictability of our current environment strategies to keep teams motivated, cohesive and committed.

Key Learning Outcomes:

• How to focus on the mission while dealing with the fears and resistance that will arise with changing priorities, internal and external market demands.
• How to continue to build your team’s cohesiveness and ability to work together effectively from remote locations.
• How to lead and help individuals to thrive in these challenging, uncertain times with confidence in their ability to manage the process effectively

In March 2020, suddenly, our routines, engagement devices, anchoring structures and balance was thrown into disarray. The work communities that were intentionally built to serve a purpose and that we took for granted, vanished, only to be (in many cases) haphazardly re-engineered and revived to attempt to bring back a sense of normalcy and business continuance.

Many are still experiencing a sense of isolation and a sort of disembodied reality due to the physical distance, but the good news is that taking some time to plan and invest in our work communities through the lens and demands of the “new normal” brings enormous personal and professional benefits including renewed engagement, purpose, belonging and performance.

Key Learning Outcomes:

• The importance of water cooler discussions (or “why you may not be asking the right questions.”)
• What is your work identity? What is important for you to keep and protect, and what is important to you to change?
• Leading with transparency and authenticity to build an environment of trust.
• How to develop community, connectivity and sense of belonging when you may not have a physical space to support this.

Today, managing and supporting the performance of your team has never been more important for business continuity, sustainability and to develop innovative future-focused solutions and reach goals for these new priorities.

Performance and talent management conversations can sometimes be a challenge at the best of times, and there are certainly new elements and considerations that have been introduced in order to successfully conduct feedback and coaching conversations regarding performance in a virtual environment. We will support you in:

• Building a framework and understanding the different capacities needed to manage the performance of your virtual workforce.
• Developing your own good practices, personal habits and routines, and supporting your staff with the same.
• Communicating to your staff how your vision aligns with the organization’s mandate, and how often you need to reinforce this vision and the path to success.
• How to build an accountability structure that supports managing performance by results rather than time/space.
• Managing vs mentoring vs coaching and when to wear each hat.

Building a culture of health at work is one of the key components of a successful organization, as it results in lasting payoffs such as decreased stress, increased energy, higher productivity and lower attrition. A successful wellness and health program starts with a commitment from managers, and its continued success depends on ongoing support at all levels of the organization by integrating health into the organization’s overall vision and purpose.

This workshop is designed to enhance healthy outcomes, create a renewed sense of physical and emotional fitness, reduce stress, build resiliency, promote healthy communication through tools and strategies that can improve workplace, team and individual health.

Key Learning Outcomes:

• Understanding what contributes to good emotional and physical health for self and team.
• Identifying healthy team habits and developing strategies for establishing and maintaining those habits.
• Healthy communication – communicating with influence and impact at all levels to support the wellness of your team.
• Understanding resiliency and building a resilience plan for self and team.

Effective and adaptive communication skills have never been more important than in a world where physical feedback has been muted and business is being done primarily through virtual means such as phone and email.

We will explore techniques and strategies to allow your staff to increase their interpersonal resilience, seek out appropriate avenues for feedback and be courageous in their conversations, focus on solving the problems in a professional way, and navigate challenging situations with increased skill and confidence.

Areas of Concentration:

• Basics of communications, deep listening and clear communications.
• How to adapt our communication style to better influence staff, colleagues, managers, and stakeholders.
• Framework & practice for giving and receiving constructive feedback
• Understanding resiliency and building a resilience plan for self and team.Understanding “bad” communication habits and how to be mindful in order to flip the script.
• Increased respect for the importance of diversity and the “platinum rule” – treating others how they want to be treated.

The ability to perform strong presentations and craft effective written products is compulsory for those in leadership. The success of meetings, workshops and conferences hinges upon the skillfulness, preparedness and practice.

The complexity of knowledge work today requires a workflow methodology that allows us to be intentional, proactive, and thoughtful. The basis of a useful workflow management methodology is the ability to make tasks and responsibilities easy to organize, track, and act upon. A workflow methodology allows individuals to regain control, feel less scattered, and experience less stress.

Strategies to Manage Stress — As an organization, you may be seeking to help your company’s leaders to shine, assist employees in understanding where stress comes from and identifying better coping strategies.

Are you seeking to make your workplace culture more positive by supporting your team better understand themselves and their colleagues, build empathy and increase the level of communication and collaboration? This session will explore techniques and strategies to allow your staff to handle difficult conversations and manage challenging internal dynamics with skill and confidence.

This workshop is designed to improve your ability to effectively manage a remote or virtual team. We will examine the unique opportunities and challenges that come with remote work and explore strategies to enhance your ability to lead your team to success.

We start by introducing big-picture themes (individual leadership, communication, team collaboration, group behaviours) and focus on recognizing one’s personal leadership approach and becoming a conscious leader – understanding how assumptions, beliefs, and emotions/behaviours can enable or hinder leadership success. This workshop assists participants in developing the confidence and competence they need to lead effectively, communicate successfully, influence others and have a lasting impact on the people around them.

Change can cause a significant distraction to your workplace. Most people involved in organizational change experience a wide range of emotions. Regardless of the reason behind the change, feelings of anxiety, resistance, sadness and excitement are common at different points in the change process. Participants will explore tools and techniques to effectively deal with difficult transitions.