Successfully changing business culture is often the difference between a good company and a great one, which are you?
This APMG accredited course is developed in partnership with the Change Management Institute. Designed to help organisations and their people plan, implement, and effectively manage the impact of change by offering practical tools, techniques and models to support any change initiative.
The course concentrates on four main areas: Change and the Individual, Change and the Organisation, Communications and Stakeholder Engagement and Change Management Practice.
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Who is this course for
This course is ideal for anybody involved in Change Management or who are leading, or about to lead, a business change. Any team member being effected by or effecting change, and individuals who will need to support their colleagues, team and organisation through change, and manage themselves through change.
Purpose of the course
The purpose of the course is to help those involved in managing change through learning relevent application, techniques, checklists and frameworks. It is intended to address the needs of those who carry out the work of managing change, even if it is not their job title.
You will learn how to
- Assess the impact of the "change curve" on indiviuals
- Consider the motivations of individuals
- Consider the learning needs of those affected by change
- Use metaphors to assess types of organisations
- Describe and use change management models
- Identify and plan for roles in change management
- Assess the organisational culture
- Identify emergent change
- Identify and exploit drivers of change
- Consider the effect of a vision on change management
- Understand project management in overview
- Identify, map and segment stakeholders
- manage relationships with stakeholders
- Use different communication channels
- Use facilitation techniques
- Assess the impact of change
- Build readiness for change
- Prepare for resistance
- Build team effectiveness
Prerequisites
Knowledge of project and programme management is useful but not essential.Benefits for you as an individual
You will develop an understanding of change, the negative impacts it can have and how to address these in suitable ways to achieve the full benefits of change. In the current working environment all individuals see their organisation going through increasingly frequent change, and being able to deal with this will often contribute to an individual's personal success within an organisation.
Benefits for your organisation
Organisations with individuals who are properly trained in change management will be able to react more effectively not just to local competition pressures but also global competition and wider political and environmental issues.
Organisational Context and Approach
- The link between change management and benefits
- Kelman’s three levels of adoption
- Simple or chaotic?
- Planned change vs emergent change
- Systems thinking
- Organisational culture
- Force field analysis
- Co-design
- ADKAR®
- Evolving the ‘n-step’ process
- Delivery strategy and implications for change management
- Agile practices
- Continuous change management cycle
- The effective change manager and agile change practices
- The change strategy
People and Change
- People are all different
- Neuroscience and change
- Human response to change – the ‘change curve’
- Leading the change journey
- Rewards and punishments
- Positive psychology and resilience
- The change formula and change anxieties
- Survival and learning anxieties
- Competence and learning
- The learning process and individual preferences
Change Leadership and Teams
- Key roles in the change process
- The role of the change sponsor
- The change agent’s role and personal influence
- The role of local leadership in change
- Leadership and psychological safety
- Leadership can shape organisational culture
- Team structures and change
- How teams develop
- Assessing and growing team effectiveness
- Harvesting the value of team diversity
Stakeholder Engagement and Communication
- Stakeholder definition and identification
- Stakeholder analysis
- Stakeholder levels of power and stakeholder mapping
- Building engagement
- Planning stakeholder engagement
- Basics of communication theory
- Barriers to communication
- Messaging to communicate change
- Communicating change – appealing to hearts and minds
- Ways in which we communicate and connect with people
- Communication channels
- Communication planning
The Work of the Change Manager
- Assessment of change impacts
- Change impact severity
- Underlying causes of resistance
- Reasons for resistance
- Measurement types
- Building a change analytics strategy
Developing Professional Change Practice
- Sustaining change
- Change momentum and tipping points
- Effective instruction
- Learning needs and objectives
- Active listening
- Developmental framework
- Framework for coaching
Additional Exam Information
On the last day of the course there is a 40 minute multiple choice closed book Foundation exam. A score of 25 out of 50 (50%) is required to pass.Pre-Coursework
Participants are encouraged to complete pre-course reading material and/or listening which will be made available on Quanta Learn. There will also be small amount of evening work during the course; such as further reading or working though sample exam papers.You will also receive a copy of the Change Management Study Guide, which is exclusively available to learners enroll on the course.
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