Change Management Keynotes & Seminars
From Theory to Getting it Done



Peter de Jager is a provocative Speaker, Writer and Consultant. His primary focus in on how we manage change, technology and the future.

In addition to speaking at conferences worldwide, he also writes monthly columns for CIO Magazine and Computerworld Canada.

His goal is always to question what we think is so, and in so doing perhaps open up new opportunities.

If you'd like permission to reprint any of Peter's articles, please contact him directly.

You can contact him at

To discuss tailored in-house seminars e-mail us at

The Keynote:

               Management is faced with two conflicting situations.
                   a) We must implement all Change that is necessary and,
                   b) We must resist all Change that isn't.

These are both obviously true and therefore pose a paradox and a Management Challenge;
                   a) How can we get people to embrace the Change that is necessary?
                   b) How can we create an environment that allows rational resistance?

This session examines the tools available to organizations to help them achieve what at first glance appears as an unsolvable conundrum.

The presentation is interactive, thought provoking and guaranteed to generate good, deep, discussion about how Change is, and should be, implemented in an organization. The emphasis is on changing how your organization thinks about this thing we call "Change"

-An interactive discussion about Change in general
-A presentation of the Virginia Satir Change process model, which consists of the following concepts:
                1) Status Quo - What happens before the Change takes place.
                2) Foreign Element - The event that initiates the Change process.
                3) Resistance - Exactly WHY do people resist?
                4) Denial - What it is, and what you can do about it.
                5) Chaos - The beginning of the learning curve.
                6) Integration - Exactly how we regain competence.
                7) New Status Quo - The reinstatement of the Status Quo.
- Interactive exercises, even with large audiences to demonstrate the validity of the model
- Real life examples to make it relevant to your audience

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The Seminar:
without Hype or Myth
A full day exploration of how Change Works Priced to meet your budget constraints


do you want?

• a rational approach for implementing Change within your organization? An approach devoid of the myths and hype which serve to make a relatively simple task almost impossible?
• a reality based model of the Change process which explains not only why we resist being changed, but also how to convert our natural response to change, into support and enthusiasm for the change?
• to introduce both staff and management to a way of thinking about organizational change that encourages the formation of teams, respects intelligent criticism, invites participation and breaks down the obstacles of the “we” vs. “them” culture?

what is it about?

This one-day interactive learning workshop explores the Change Management process. The topics will include:
• The myths of Change Management
• The value, and flaws of human behavioral models
• The applicability of the Kubler-Ross Grief Cycle to organizational Change
• The Virginia Satir Change Process Model 
• The single point of failure in change management
• Why good, honest, open communications is the pivot point of change management projects
• Why resistance to change is both necessary and desirable

why is it valuable?

You will have gained the following knowledge and skills and be able to:
Identify threats to the Status Quo
Involve those affected by the threat, in the selection and implementation of the Change necessary to alleviate the threat
Design a communication plan to address the real concerns of the Target Audience 
Respond appropriately to concerns regarding the Change in order to avoid reinforcing those concerns 
Empower the organization to direct their own change
Install support structures to shorten the transition period
Respect the existing status quo before replacing it with another 
Minimize the pain of change in order to make it easier to embrace
Recognize why celebrating a transition is not just a reason to throw a party

who should attend?

• Those currently involved in any aspect of Change Management from awareness of need through to celebration of implementation
• Those required to implement new change initiatives or recover from failed implementations
• Those with expertise in management looking to increase their ability to manage “Resistance to Change”
• Staff faced with unnecessary Change requiring a management acceptable means to resist 
• Project leaders who want their clients to embrace the product of their efforts 
• Those wishing to attain a practical, reality based understanding of change management

This training has been crafted to allow the attendee to decide for themselves that this approach has value. The session is interactive, informative, provocative and unavoidably… fun.

You can find client feedback concerning Peter's work here.

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