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Change Management

Intro:

Change Management is one of the most complex areas of organization handling and growth.

People are generally change-resistant and they can go to extreme lengths to support their current environment, policies, methods, work zones, practices and procedures. The human brain is designed to support and get attached to the familiar.  

This program will guide its participants a step by step, principle centered approach to handling and creating change withing their organizations.

These times can best be described as times of change. Those who can cope with it shall be able to survive and endure. It’s a  step by step process on change management, the participants of this training program shall learn to implement the desired change on their personal,  organizational and further large scale e.g. national level. 

You will learn:

1. Essentials First:

1.1. Where to Begin With

  • People or Procedures or Departments
  • Strategic or Tactical or Operative
  • Internal or External
  • Customers or Employees

 1.2. Principles

  • Leadership
  • Inclusion
  • Communication
  • Metrics
  • Enablement
  • Reinforcement

 1.3. Rules to Handle:

  • Anticipated and Unanticipated Change
  • Planned and Abrupt Change Tactics
  • External and Internal Change

 2. Change Management Tactics:

 2.1. Preparation and Planning:

  • Planning
  • Purpose and Benefits
  • Change Management Plan:
  • Stakeholder and change impact analysis
  • Communication strategy
  • Training Plan

2.2. Change Goals:

  • Setting Vision
  • Setting Milestones

2.3. Communication and Trust

  • Building trust
  • Communicating
  • People engagement

2.4. Stakeholder Engagement

  • Change impact groups and levels
  • Engagement levels

3. Implementation

  • Setting Phases
  • Strategic, Operational and Technological aspect
4. The Most Difficult Task: Psychology of Change
  • How to Change People?
  • Addressing Behaviors
  • Beliefs
  • Values
  • Identities
  • Communication, Collaboration and Commitment

5. Training and Development

  • Direction, People, Processes
  • Countering Limiting Beliefs and Approaches
  • Skill and Behavioral Based Trainings

6. Metrics: Monitoring and Evaluation

  • What to Measure and Why?
  • Accuracy and Authenticity
  • Assumptions and Reality
  • System Usage
  • Training Consumption
  • Organizational Engagement

7. Steering

  • Acumen for feedback
  • Flexibility
  • Altering Approach Vs Principles

Duration: Four (4) hours x 05 days including question answers and short breaks.

 Professional Gains:

  • The participants will get a strong professional grip over any challenge within the organization occurring as a result of planned or unplanned situations. They would become the masters to the art and practice of adaptation rather than being victim to it.
  • People start behaving less politicizing, less frustrated, less confused, less depressed, and happier, more direction oriented, more focused during and for the purpose of change.

Additional Gains:

They become better at handling challenges at all levels.

Feedback:

“Have gained a certain professional confidence knowing I would be able to handle any change, wanted or unwanted.”

Engage