Training on Change Management

Change is the only constant that we can rely on in the business world. It is critical that organizations understand change, promote change, cope with change, and value change. Change is often needed so to address problems or opportunities in any organization caused by internal or external factors. Numerous approaches and tools can be used to manage change, all of them ultimately prescribe adjustments to the processes, systems, job roles, and the organization structure.

Through a combination of theoretical concepts, case studies, and interactive exercises, participants will gain a comprehensive understanding of the Change Management process. They will learn how to analyze and assess change impacts, develop change strategies, and engage stakeholders to successfully implement and sustain change.

Session One

By the end of the session the participants should be able to:

• Explain what is change management.
• Describe organizational change.
• Discuss types of organizational change.
• Explain areas of concern when managing change.
• Explain the steps in the change management process.
• Implement change upon past experiences (Gibbs reflective cycle).
• Execute and apply the principles of change.

Session Two

By the end of the session the participants should be able to:

• Explain the types of changes that happen in the workplace.
• Differentiate between the positive and negative impact of change.
• Demonstrate how to motivate change in the workplace.
• Explain how to effectively communicate change to the team.
• Demonstrate how to help the team cope with the changes in the organization.
• Interpret different reactions to change.
• Explain the stages the team goes through during change (DREC cycle of change).\

Session Three

By the end of the session the participants should be able to:

• Recognize what is resistance to change.
• Explain common reasons for resistance to change.
• Discuss different levels of resistance to change.
• Apply knowledge of (the Kubler-Ross change curve) to understand emotional response.
• Analyze how they can deal with the fear of failure using (the ADKAR model).
• Implement the tips to overcome resistance to change.
• Determine the different reactions to change.

Session Four

By the end of the session the participants should be able to:

• Explain how leaders should establish a change vision.
• Recognize the characteristics of change vision.
• Develop a strategy for coming up with a change vision.
• Preparing the team for the change vision.
• Explain what to do before leaders communicate the change vision.
• Demonstrate how effective change leaders communicate the change vision.
• Develop steps to better communicate a change vision successfully.

Session Five

By the end of the session the participants should be able to:

• Explain how to build momentum during change and manage resistance.
• Discuss how to drive resistance.
• Describe different types of resistance to change.
• Explain signs of resistance to change.
• Apply a model for overcoming resistance to change (Force field Analysis).
• Apply a framework for managing change (Kurt Lewin).