Price: $2,999.00

Length: 3 Days
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Organizational Change Management Training

Organizational Change Management Training Course Description

Organizational change management training covers the essential components, main concepts, organizational readiness, tools, crucial factors of success, and reasons to resistance associated with organizational change as well as the methodologies to navigate the organization through the change at three levels of personal, team, and corporate.

Organizational change management training will introduce you to a series of skills and practices necessary to lead your teams through the times of change in a way that your team can stay steady and efficient, even if the environment around them is changing. We are completely aware of the issues change carry, and we will navigate you through an rigorous, practical learning process to enable you to create your own style of planning, communication, conflict resolution and leadership to serve your team during the course of change.

TONEX Training Format

  • Our experienced instructors have designed this course to be comprehensive, practical, and fun.
  • During the interactive presentations, you will receive all the theory and conceptual material you need. Then, you will exercise what you are taught through practical practices, group activities, and hands-on workshops.
  • All the examples, case studies, and projects are chosen from real-world cases.


Organizational change management training is a 3-day course designed for:

  • Project managers
  • Leaders and directors
  • Mid-level managers
  • Team leaders
  • Executives
  • Senior managers

Training Objectives

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

  • Discover their personal manner against change
  • Discuss the main concepts related to organizational change management
  • Create a matrix of success
  • Implement an efficient governance framework together with decision rights
  • Practical methods to analyze the organization’s willingness for change containing a stakeholder assessment, effect analysis, and force field assessment.
  • Develop strategies and tools for transmuting the organization at three levels: personal, team, and corporate.
  • Properly address resistance
  • Implement an efficient change system
  • Modify official and unofficial interactions for all stakeholders
  • Elaborate the organizational plan to smooth organizational change
  • Discuss the significance of associated reward and credit systems
  • Engage employees in the process purposefully
  • How to identify and leverage thought leaders.
  • Discuss the difference between education and training and the effect each one can have on the change process
  • Derive an internal marketing movement
  • Evaluate the effectiveness of an organizational change plan
  • Comprehend the needs of various performance styles to serve every individual on the team with the support they need during the change
  • Effectively apply communication skills to make sure that all information is thoroughly transferred
  • Implement a guideline to plan and establish objectives that will stabilize the situation for team members during the course of change
  • Apply best practices to cope with conflicts and difficult people
  • Apply tools for coaching and giving feedback to assist the team members to adjust to change

Course Outline

Overview of Organizational Change Management

  • Definition of organizational change management (OCM)
  • Importance of organizational change management
  • Terminology
  • Why tactical projects don’t succeed?
  • Organizational change thinkers
  • Why change?
  • Background of change management

Philosophies Behind Change Management 

  • Lewin ́s theory
  • Chin & Benne ́s theory
  • Bullock and Batten’s theory
  • Beckhard and Harris change formula
  • 7-S Model

Essential Notions

  • Main flaws in managing change
  • Regulatory rules
  • Key elements for the 3 features of change:
    • Individual
    • Team
    • Organization
  • Organizational change prototypical

Measure of Success/Governance 

  • Matrices of success
  • Successful governance framework
  • Crucial elements of success
  • Disastrous mistakes

The Process of Organizational Change 

  • Top-Down change
  • Bottom-Up change
    • Accountability for managing the change
    • Change management process
    • Handling the change
    • Scope

Organizational Enthusiasm

  • Impact assessment
  • Stakeholder assessment
  • Operational survey
  • Force field assessment

Organizational Change Management Projects 

  • External and internal effects
  • Change strategies
    • Instruction strategies
    • Skillful strategies
    • Negotiating strategies
    • Educative strategies
    • Participative strategies
  • Real-world samples of failed organizational change management projects
  • Drawbacks in an organizational change management project
  • Bringing change to victory
    • Constructing a business case
    • Identifying organizational willingness
    • Reaching more people – more effective communication
    • Stakeholders contribution
    • Review the change

Organizational Change Life Cycle

  • Structure
  • Frame change
  • Plan for change
  • Establish change
  • Manage the transaction
  • Secure change

Planning for Change 

  • Planning framework
  • Well-defined vision
  • Report the case for change and the vision
  • Derive change plan and matrices

Change Network

  • Why/how resistance happens
  • Conquer resistance
  • Change network review
  • Team devoted to change

Cooperative Stakeholders 

  • Communication framework
  • Communicating the reason and purpose of change
  • Sympathy with the audience
  • Stakeholder assessment
  • Principals of change communication

Aligned Workforce 

  • Influence of people
  • Organizational needs analysis
  • Staff development

Deliverables of Organizational Change Management

  • Specified plans
  • Official communications plans
  • Unofficial communications plans
  • Internal advertising movement
  • Organizational Design/Structure
  • How to elaborate the new position?
  • Educational plans
  • Metrics
  • Reward plans
  • New strategies and protocols
  • Function-based plans

General Motors Case Study

We will discuss the reasons and rationales behind the change in general motor:

  • Forces for change
  • External and internal pressures
  • Various forms of change
  • Cutting costs
  • Change in culture
  • Challenges against the changes
  • How strategies were modified to meet the changes
  • How the stakeholders were informed
  • Results of the change

Organizational Change Management Training

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