Course Outline
What change really means – attempts to define the concept of change
- Definitions of change
- What does managing change entail?
- Why do this? – Understanding the drivers that create the need for organizational change
- How to tackle it? – Various models and approaches to managing change in a company
Change is driven by people – psychological aspects of change
- Is change an opportunity or a necessity?
- About the non-existent scary dragon – fears and stereotypes regarding change
- Stepping into battle – preparing people for change
- Specifics and role of communication during change implementation
Are we there yet? – When are we ready for change?
- Are we really ready??? – Understanding internal and external drivers of change
- Perhaps better not to… – Dealing with various types of resistance to change, recognizing them, and overcoming them
- When fear is unfounded – Albee’s model for understanding and reducing stress
- Pros and cons – When we react positively to change versus when we react negatively
Organizations are like people – they develop – proposing an analysis of organizational development using Greiner's model)
- Stages of organizational development in Greiner's model
- Change management instruction – guidance for implementers on how to react and manage in each phase
Self-motivation, positive attitudes, and creativity in the process of implementing and managing change
- Change starts within us – Recognizing our own emotions, attitudes, stances, and reactions to change
- There is always another way – Finding new solutions in familiar situations
How to do it step by step – namely, the stages of change management:
- Establishing overall organizational objectives,
- Assessing the significance and scope of the change,
- Change and company organizational culture,
- Warning signs – the need to identify critical constraints.
Developing a change project including:
- Step by step – breaking down into phases,
- Who is who – defining and separating roles and functions,
- It may vary – awareness of potential drops in motivation,
- Observation and evaluation – methods for monitoring and measuring outcomes
Lead us, O Leader! – The role of the leader in the change process
- The leader's role facing change
- Selecting tools and management styles during change situations
- Can anyone be a change leader? – Competency profile of a change leader
Alone or in a group? – Involving employees in the change process – Drucker's model.
- What we didn't expect – discussing sudden successes, failures, or external events,
- The world of imagination vs. the real world – addressing gaps between expectations and facts,
- Change process as an indicator of innovation need
- Sudden death or a stroke of luck? – Changes that catch everyone by surprise.
Effectively influencing others as a change leader
- Building trust and acceptance of organizational changes
- Persuasion – convincing people to embrace change
- Influencing people during change – the models of K. Barnes and R. Cialdini
Requirements
The course is general in nature and participation in it does not require specialist knowledge
Custom Corporate Training
Training solutions designed exclusively for businesses.
- Customized Content: We adapt the syllabus and practical exercises to the real goals and needs of your project.
- Flexible Schedule: Dates and times adapted to your team's agenda.
- Format: Online (live), In-company (at your offices), or Hybrid.
Price per private group, online live training, starting from 3200 € + VAT*
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Testimonials (4)
Meeting efficiency is something that's fairly "basic", but not thought about a lot and with really large implications on people/company time. Understanding these best practices and keeping them top-of-mind will be of immediate help.
Dan Moffatt - Chris Courtemanche
Course - Personal Efficiency and Managing Meetings
Provided and explained very clearly a lot of foundational concepts, which fit well with the team's level of learning. The exercises were very engaging and I believe my team were comfortable and participated very well. Coordinating with the trainer as well was very seamless.
Christlan Tolentino - Canadian Blood Services
Course - Critical Thinking
I especially appreciated the instructor’s ability to give thorough, well-explained answers to questions specific to my personal situation.
HASAN TAHA URLU - Huber Turkiye
Course - Assertiveness
the exercises and the way the trainer was explaining
