This particular organisational change training programme describes a training event designed as a three day foundation followed by a work based assignment prior to a final one or two day module to focus on the application of change management knowledge and skill in work.

This event can be an extension of our strategic review course.

However this is only one approach to integrating change management training with a mission of operational improvement.

To ensure that your specific change management needs are met in full we will design a programme around your organisation's learning objectives, change management projects, marketing circumstances and operational constraints, etc

In addition to change management training we can further support your change management mission with specialists change management consultants, or project / interim managers.

Programme Introduction

PRE-COURSE WORK

This particular change management training course is quite demanding in terms of time management and therefore to help participants settle quickly and to maximise value adding one or two change management studies will be issued as pre-course work. Study selection will be discuss with the event sponsor but could be a mix of individual and group working and could consist of self appraisal, reflections on change principles or change management theories and organisational diagnostics.

PROGRAMME DESCRIPTION

We all need an understanding of ourselves and our environment if we are to recognise our needs, diagnose our requirements and select a coping strategy. We must understand that we are all organisational change management agents and in this capacity we learn how to overcome resistance in ourselves and others. We can control both driving and restraining forces, we can be a persuader, we can be a proactive manager, we can develop strategies that introduce order to our lives and our environment. We need not fear change management.

However we need to recognise that fear of change in others may result in resistance. Although much resistance is simply blocking change management initiatives, possibly to retain existing comfort factors, it should not be assumed that views and questions voiced are negative just because they may appear to challenge the change management strategy. If this attitude prevails then people will be fearful of voicing opinions and that may prevent the flagging up of a potential problem or genuine flaw in the change management initiative and that could prevent new ideas and options from being appraised. Consequently stamping out or ignoring resistance to change management is more harmful than letting it surface for examination. People will quite rightly complain about the way they are being treated as well as object (maybe with growing irrationality) to the change management process itself.

This organisational change management training event has therefore been designed to promote a positive response to organisational and cultural change thereby contributing to a positive and optimistic working environment. The event will increase delegates awareness of the need for change and examine the effects on people that change management initiatives bring. It will identify effective methods for managing the introduction of change and help in giving insights into participants own approach to change management, and how they attempt to influence others. As a result it will increase both their own and their organisation's effectiveness.

The programme content covers change management training sessions in the following areas:

• a foundation for change management
• managers as agents of change
• communication methods
• change management implementation, process and tips
• applying change management skills and techniques

POST COURSE WORK

A personal change management action plan study is enclosed for inclusion within participants personal development portfolios. This will allow participants to consider specific areas for change flowing from their and the organisations strengths and weaknesses. I would recommend that these change management action plans also incorporate developmental and organisational targets set during participants performance review.