PRE-COURSE WORK

This change management training event is demanding in terms of time management so to help participants settle quickly and to maximise value adding one or two studies will be issued as pre-course work. Selection of the most appropriate change management training pre-studies will be discuss with the sponsor but could be a mix of individual and group work consisting of self appraisals, reflections on change principles, change management theories and organisation diagnostics.

PROGRAMME DESCRIPTION

We all need to be expert in change management, but this cannot be achieved without first an understanding of ourselves and our environment. Only then can we recognise needs, diagnose requirements and select first a coping and then a change management strategy. We must understand that we are all agents of change management and in this capacity we must 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.

The course recognises that fear of change 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 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 programme and it will also prevent new ideas and options from being appraised. Consequently stamping out or ignoring resistance 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 change management itself.

The key to change management training is what attitudes will the organisation want to prevail after change has been implemented? What levels of performance will the organisation require? Will the organisation have people confidently offering creative thought and accepting empowerment, particularly in the area of risk management? If an approach to change management training is taken that does not consider peoples natural feelings and needs, untold damage could be done.

This change management training event has been designed to promote a positive response to these questions thereby contributing to an optimistic working environment. The event will increase delegates awareness of the need for change management and examine the effects on people that change management brings about. It will identify effective methods for introducing change management and help in giving insights into participants own approach to change, and how they attempt to influence others. As a result their and the organisation's effectiveness is improved.

This change management training course covers the following broad areas:

• A foundation for change and change management
• Managers as agents of change
• Communication methods
• Implementing change management - process & tips
• Applying skills & techniques