Change Management Training

Change Management Training

Change management involves the methods and manners in which a company describes and implements change within both its internal and external processes.

Change management often includes preparing and supporting employees, establishing the necessary steps for change, and monitoring pre- and post-change activities to ensure successful implementation.

Significant organizational change can be particularly challenging. This type of change management often requires many levels of cooperation and may involve different independent entities within an organization. Developing a structured approach to change is critical to help ensure a beneficial transition while mitigating disruption.

Change management is difficult because managing change is difficult.

The problem of change management is partly due to the fact there is little agreement on what factors most influence transformation initiatives. This is compounded with the issue of executives use different approaches to change management in different parts of the organization, which compounds the turmoil that usually accompanies change.

Experts in this area insist that soft factors don’t directly influence the outcomes of many change programs. For example, visionary leadership is often vital for transformation projects, but not always.

The same can be said about communication with employees. Moreover, it isn’t easy to change attitudes or relationships; they’re deeply ingrained in organizations and people. And although changes in culture or motivation levels can be indirectly gauged through surveys and interviews, it’s tough to get reliable data on soft factors.

While no one can articulate about the best approach to change management, there are tried and true critical steps involved. These steps are important because approximately 50% of all organizational change initiatives are unsuccessful, highlighting why knowing how to plan for, coordinate, and carry out change is a valuable skill for managers and business leaders alike.

Perhaps the two most important steps involve preparing the organization for change and crafting a vision and plan for change.

Changes usually fail for human reasons: the promoters of the change did not attend to the healthy, real and predictable reactions of normal people to disturbance of their routines. Effective communication is one of the most important success factors for effective change management. All involved individuals must understand the progress through the various stages and see results as the change cascades.

Understanding how to deal with resistance to change is often crucial for successful change to occur. Resistance to change is generally thought of as any obstacle that becomes an impediment to implementing change. The source of resistance is usually individuals or groups, but it can also be systems or processes that are outdated or that fail to fit current business conditions.

Most experts advise that companies should engage those who are opposed to a change. By doing this, they can actively see what their concerns are and possibly alleviate the problem in a timely manner. By allowing employees time to give their input, it assures them that they are part of a team that actually cares about its employees.

Communicating both early and often is necessary when trying to convey anything to employees. There should be a constant conversation between the C-Suite and the general employees on what is happening day to day, and for what is to come in the future.

The best piece of advice that a company can take in this regard is to be truthful, straightforward, and timely with big changes in the workplace. Company-wide emails and intranets are great tools to utilize and this allows for employees to ask questions and stay informed.

Change Management Training Course by Tonex

Change management training course provides the knowledge and skills you need to handle change in your organization, as well as the concepts, philosophies, and tools associated with change management.

During this hands-on training, you will gain adequate knowledge to keep up with this continuously changing business world, and to know how to see opportunity in such change, seize it, and capitalize on it. As you already know, one of the most crucial skills of a leader is to know how to manage and communicate change. Change management training course will teach you how to not only manage change but also make the change when is needed, and effectively communicate it with the stakeholders.

Change can be the basis of competitive benefits but, to be successful, a change management program must recognize the areas of potential disagreement, address the needs of all individuals in the corporation and, essentially, tie the gap between the objectives of executives, technical project personnel and the people impacted by the change.

Our change management course is a combination of theoretical and practical trainings. Through lectures and presentations, you will obtain the theories and concepts and then you will experience what you are taught via the practical activities, in both individual and small groups, and hands-on seminars and workshops.

Audience

Change Management Training is a 2-day course designed for:

• Senior leaders and executives
• Strategic leaders
• Vice presidents
• Directors and administrative
• Division managers
• Team leaders
• Mid-level, senior managers
• Supervisors
• Business owners

Training Objectives

Upon the completion of change management training, the attendees are able to:

• Implement and execute change processes
• Apply necessary techniques and tools to provide an effective plan for change
• Describe the role of a change facilitator
• Assist their customers to analyze, plan, and employ a change interference
• Generate support, possession, and engagement in change efforts
• Evaluate the outcomes of change
• Analyze and assess the potential prospects for change and novelty in service, supply chain, product, communication or corporate policies
• Implement the plans for change and develop the required metrics to evaluate the success or failure of such plans
• Recognize the difficulties against change in their organization and come up with effective guidelines to control those obstacles
• Develop a theoretical framework for understanding corporations and the markets that they are part of
• Comprehend tactical agility and the importance of having it in place for today’s organizations
• Recognize the skills necessary to guide agility
• Demonstrate leadership confidence
• Create and construct the best team with competencies to communicate what changes in the strategic levels with stakeholders
• Develop a culture that motivates activities and resourcefulness
• Develop and maintain functioning that is align with the key metrics of company, team and customer measures

Course Outline

Overview of Change Management

• Definition of change
• Definition of change management
• The role of vision in change
• What do we call an effective vision?
• What do we call an effective strategy?
• Usual burdens to change
• What is the role of the leader in managing change
• Failure elements of change
• Major wrong-doings in organizational change efforts
• What are the main roles and responsibilities for change
• Where, how, and why to start change?
• Change management model

Eight Phases of Successful Change Management

• Phase 1: increasing earnestness
• Phase 2: constructing the your management team
• Phase 3: getting the right vision
• Phase 4: communicating for buy-in
• Phase 5: leveraging action
• Phase 6: generating short-term accomplishments
• Phase 7: Never let up
• Phase 8: Building a change stick

Communication Policy

• Developing an effective tactic
• Engaging the main stakeholders
• Recognizing the content of message
• Recognizing the effective communication networks
• Pros and cons of communication channels
• Follow-up

Drivers of Change

• Change management
• Change across corporation
• Organizational change developmental
• Transitional change

Three Stages of Transitioning

• Stage 1: finishing, losing, letting go
• Stage 2: the neutral zone
• Stage 3: the new start

Change Management Models

• Kotter model
• Kurt Lewin model
• Inspire the change
• Willingness for change

Organizational and Cultural Change Standards

• Managing cultural change
• Organizational change values
• Creative actions
• How to manage the stress caused by change
• Global impacts on corporation performance

Executing the Change in Corporation

• Learn how to communicate your corporate vision
• Elaborate the change, in detail
• Cunning change, timing, and growth
• Providing proper directions for change
• How to conquer resistance against change

TONEX Group Activity Sample: Shell’s Tough Love

In 2004 Shell was dealing with an oil reserves disaster that beat its share price. The scenario was compounded by the sudden leaving of the oil group’s chairman, Sir Philip Watts. The new chairman, Jeroen van der Veer, believed in the corporation transformation in regards to structure and processes.

A series of international, homogeneous protocols and guidelines were recognized. These, if applied, would affect more than 80 Shell operating units. While the changes were crucial to survival, they showed disliked in the short term as some countries resisted to lose market share.

The message was a rough one, and many operating units hesitated.

However, for a change plan in this level to be effective, everyone had to be on board. The leadership of Shell Downstream-One, as the change was known, required unwavering willpower and to concentrate on obtaining approval of everyone involved.

In you group, discuss:

• The nature of this change
• Pros and cons of the change
• The consequences of change
• Discuss the components of the change
• Recommend several solutions and strategies
• Discuss all the recommended strategies
• Evaluate the strategy that Shell chose to go with
• What would you change in their strategy?
• Share your conclusions with other groups in the class

Change Management Training