Workshop

Our next set of conclusions addresses the success of the Positive Strategies for Managing Change workshop.

4. Although attempts were made to tailor the workshop to accommodate TCLN member requests (including hosting it on a Friday, restricting it to one day, addressing topics they ranked as important) and advertising the session well in advance, the number of registrants was significantly lower than initially expected. Possible explanations for this include:
   • Generally, TCLN members do not perceive managing change and managing stress to be work-specific, and are therefore not learning priorities for them. This conclusion is supported by the exercise completed during the workshop where participants identified important future learning priorities. Two of the three most popular requests were for Assessments and Demonstrations.
   • TCLN members felt unable to attend due to loss of time from their programs, unexpected family or work conflicts or other demands.
   • The low attendance is, in itself, a symptom of TCLN members' attempts to cope with the changes. If, as they reported, they are feeling overwhelmed by the workload, then it is quite conceivable that they found it too difficult to fit the workshop into their schedule, despite their initial interest in the topics.
5. Overall, participants indicated that the workshop was successful. Pam's facilitation style and her information on stress and change management techniques were well received. However, it is clear that the afternoon section on best practices and resources could have been better organized and that more time was required to properly address and discuss the different resources.
6. Although it is difficult to generalize how well participants have transferred the learning from the workshop to their professional and personal lives, the four survey returns from participants suggest that the stress management exercises that Pam introduced were perceived to be of value. Additionally, two of the four participants indicated that the workshop had allowed them to "reflect" and were planning to introduce additional actions to help them deal with the changes associated with LBS Reform.
7. It is apparent from the participants' comments in the workshop that they feel there has not been adequate communication during the process of change within their organizations. Comments like "there has been too much confusion," "lack of communication," "mixed messages" and "lack of information" suggest that some TCLN members have felt isolated. It is clear from the literature review that a consultative, two-way communication process that addresses individual needs through regular and repeated messaging contributes significantly to the success of a change initiative.