Course Outline
What Change Is Really About – Attempts to Define the Concept of Change
- Definitions of change
- What does it mean to manage change?
- Why do this – the factors driving the need for change in an organization
- How to tackle it – different models and approaches to managing change within a company
Change Is Made by People – Psychological Aspects of Change
- Change – an opportunity or a necessity?
- Not about a terrifying dragon – fears and stereotypes regarding change
- Moving into battle – preparing people for change
- The specifics and role of communication when implementing change
Is It Time Yet? – When Are We Ready for Change?
- Is it really time ????? – Internal and external drivers of change
- Perhaps not... – Different types of resistance to change, recognizing them, and overcoming them
- When we worry prematurely – Albee and his model for understanding and reducing stress
- Pros and cons – When we react positively to change and when negatively
An Organization Is Like a Human Being – It Develops – A Proposal for Analyzing Organizational Development (Greiner)
- Stages of organizational development in Greiner's model
- Change management guide – Tips for implementers on how to respond and manage in each phase
Self-Motivation, Positive Mindsets, and Creativity in the Process of Implementing and Managing Change
- Change begins within us – Recognizing our own emotions, attitudes, stances, and reactions to change
- It can always be different – Seeking new solutions in familiar situations
How to Do It Step by Step – The Stages of Change Management:
- Defining the overall organizational goal,
- The scale and magnitude of the change,
- Change and the company's organizational culture,
- Warning signals – the need to identify critical constraints.
Building a Change Project, Including:
- Step by step – Breaking it down into stages,
- Who is who – Clarifying roles and responsibilities,
- It can vary – Awareness of potential drops in motivation,
- Observation and evaluation – Methods for monitoring and measuring results
Lead, O Leader! – The Leader's Role in the Change Process
- The leader's role amidst change
- Selecting tools and management styles in a situation of change
- Can anyone be a change leader? – The 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 – Sudden success, failure, or external events,
- The world of imagination vs. the real world – Discrepancies between expectations and facts,
- The change process as an indicator of the need for innovation
- Sudden death or a smile of fortune? – Changes that catch everyone off guard.
Effective Influence by the Change Leader
- How to build trust and acceptance of organizational changes
- Persuasion – Convincing people to embrace change
- Influencing people during change – K. Barnes and R. Cialdini's model
Requirements
The course is general in nature and participation in it does not require specialist knowledge
Testimonials (3)
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
the exercises and the way the trainer was explaining
Sorana Haiduc - Ness
Course - Stress Management and Prevention
SMART Goal session was the most enjoyable part of the training that helped me manage my time properly. it helps me set my goal clearer and i could really see that setting SMART Goal can relate to almost everything such as Finance, Social Life, Career and Personal Growth.
