How To Run A Change Management Workshop in UK: Step-by-Step Guide
Change is never easy — yet every organisation must face it.
Whether you’re introducing a new system, re-shaping culture, or leading a digital shift, the success of your change depends on one thing: how people adapt.
That’s where a well-designed Change Management Workshop becomes your most powerful tool.
Why Change Management Workshops Matter?
According to McKinsey & Company, around 70% of organisational change projects fail — mostly because people resist the process, not the strategy.
A change management workshop helps bridge that gap by turning uncertainty into clarity and fear into motivation.
Workshops give teams space to:
Understand why change is happening.
Share concerns and ideas openly.
Learn practical models to handle disruption.
Build trust and a collective vision.
As a team of behavioural change consultants, we’ve seen that when people feel heard and involved, resistance drops by nearly 40% — and productivity rises within weeks.
Step-by-Step: How to Run a Change Management Workshop
Here’s what you should do:
Step 1: Set a Clear Purpose
Before inviting participants, define the exact outcomes.
Ask yourself:
What change do we want to see?
Which behaviours must shift?
How will success be measured?
Example purpose:
“By the end of this workshop, the team will understand the reasons behind our digital transformation, identify potential barriers, and create an action plan for implementation.”
Clearly communicate this purpose in invitations and opening remarks — people engage more when they understand why they are attending.
Step 2: Understand Your Audience
Every participant experiences change differently.
Managers: Need strategies to lead teams and role-model behaviours.
Frontline Staff: Seek reassurance and clarity about impact.
Support Teams (HR/Comms): Focused on messaging and engagement.
Use a pre-workshop survey to identify concerns, readiness, and confidence levels. Adapt your facilitation style based on the responses.
Step 3: Prepare the Content
Design content around behavioural science, practical exercises, and real-life examples.
Include:
Behavioural frameworks: ADKAR, Lewin’s Change Model, Kotter’s 8 Steps
Case studies or stories
Interactive exercises: role-plays, simulations, or group discussions
Tip: Avoid overloading with slides or theory — focus on doing and reflecting.
Step 4: Design the Agenda and Flow
A well-paced agenda keeps participants engaged. Example 1-day agenda:
| Time | Activity | Purpose |
|---|---|---|
| 09:30–10:00 | Welcome & Icebreaker | Build trust and openness |
| 10:00–10:45 | Why Change? | Explain vision and urgency |
| 10:45–11:30 | Identify Barriers | Discuss fears, habits, resistance |
| 11:30–12:15 | Behaviour Modelling | Apply ADKAR or Kotter in small groups |
| 12:15–13:00 | Lunch / Reflection | Allow informal discussion |
| 13:00–13:45 | Action Planning | Develop team and individual commitments |
| 13:45–14:30 | Behavioural Exercises | Practice new behaviours in scenario exercises |
| 14:30–15:00 | Reflection & Closing | Consolidate learnings, share commitments |
Step 5: Facilitate with Empathy and Engagement
Your role is more coach than lecturer. Key tips:
Acknowledge emotion: Fear or frustration is natural.
Use stories: Real-life examples help participants see practical application.
Encourage participation: Open discussions, group exercises, and peer coaching reinforce learning.
Celebrate micro-successes: Recognising small insights builds confidence and adoption.
Step 6: Encourage Commitment
Behaviour change only sticks if participants actively commit.
Ask each person to write one individual and one team commitment.
Have participants share commitments aloud — social accountability increases follow-through.
Optional: use a visual “commitment board” to track progress over time.
Step 7: Provide Tools and Follow-Up
The workshop is just the start. Reinforce change with tools and follow-up:
Action Plans summarising tasks and owners
Behaviour Tracking Sheets to log progress
Follow-up sessions at 1 week, 1 month, and 3 months
Peer check-ins to support accountability
Behavioural science shows that reinforcement over time increases adoption by 30–40%.
Step 8: Evaluate Success
Measure impact with qualitative and quantitative metrics:
Engagement: Were participants active and confident?
Behaviour adoption: Are new routines being followed?
Business outcomes: Has productivity, efficiency, or customer satisfaction improved?
Feedback: Collect stories of mindset shifts or practical wins
Use this evaluation to refine your next workshop and create a continuous improvement loop.
Tools & Models That Work
ADKAR Model (Prosci): Awareness → Desire → Knowledge → Ability → Reinforcement
Lewin’s Change Theory: Unfreeze → Change → Refreeze
Kotter’s 8 Steps: From creating urgency to anchoring new habits
Behavioural Insights: Use nudges, emotional rewards, and peer influence to sustain change
Incorporating these frameworks ensures your workshop isn’t just motivational — it’s scientifically grounded.
Make It Emotional, Not Just Informational
Humans don’t change because of PowerPoint slides; they change because of stories and emotion.
Share a real-life success case — like how a simple communication shift improved team morale by 60% — and ask participants how they’d apply it.
Small emotional moments make workshops memorable and spark long-term change.
Add Facts and Data to Build Credibility
Harvard Business Review notes that organisations with strong change leadership are 3.5× more likely to outperform competitors.
CIPD UK found that clear communication reduces change fatigue by 42%.
Behaviourally designed workshops can shorten adoption time by up to 30%.
Behavioural Tips for Lasting Impact
Use positive reinforcement: Praise every micro-progress.
Model openness: As a facilitator, share your own change story.
Make it safe to fail: Encourage experimentation and honest feedback.
Follow-up: Real transformation happens after the workshop through coaching and check-ins.
Why UK Organisations Need This Now
With hybrid work, automation, and shifting employee values, British workplaces are experiencing the fastest pace of change in decades.
Investing in behaviourally driven workshops isn’t a luxury — it’s essential for adaptability and retention.
Final Thoughts
Running a change management workshop isn’t about lecturing people on strategy. It’s about connecting hearts and minds, helping teams understand that change isn’t happening to them — it’s happening with them. When people feel empowered, behaviour shifts naturally. And that’s how true transformation begins.
Ready to transform your team? Contact Sidestream today to book a tailored change management workshop and start driving real, lasting results.
