Summary In this dynamic and engaging two-hour session, the audience will be introduced to the Change Curve, a powerful tool that illustrates four stages of individual and organizational change. In addition to recognizing their own experiences with the journey of change, audience members will learn how to adapt their leadership style to successfully pull their team through the change process. Delivery This session is designed for delivery to a large group (up to 200 people), as a keynote speech, or as part of an internal organizational conference. Presentation During the one-hour presentation, the facilitator will lead the audience through each of the four quadrants of the model, incorporating stories and case studies relating typical human reactions to change, both positive and negative. Throughout the speech, the audience will be encouraged to reflect upon how they have experienced employees, and themselves, exhibiting the different responses to change—the good, the bad, and the ugly! The presentation will also help the audience to anticipate and avoid some of the common “pot-holes” teams can drive into if they do not have the required emotional intelligence and self-awareness. Audience members will be provided with a copy of the Change Curve model, as well as the Change Management Toolkit - a step-by-step process for using the model with employees to effectively embrace and drive change. Breakout Session Following the presentation, there will be one-hour breakout session to allow audience members the opportunity to share their change management challenges in small roundtable discussions, using the model and toolkit. They will be able to leverage the ideas and experiences of others, and also ask the facilitator more in-depth questions tailored to their specific situations. Key takeaways for participants include: A deeper understanding of how to motivate employees to better adapt to change. Proven techniques that participants can immediately apply to support a current change within their organization. Increased confidence in their ability to deal with common people issues associated with organizational change.