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Change Management Training In 15 Steps

Change Management Training in 15 Steps

Change Management Training in 15 Steps

These days, whenever you watch or listen to the news, you see that the world is in a constant state of flux:

There are many changes on the way:

  • Political changes,
  • Economic changes,
  • Social changes.

These changes are inevitable and they will have an effect on you and your organisation. These effects may be positive or they may be negative.

Whether the effects are positive or negative will depend on how well your team manages the process.

Only if you manage the process of change well, will the changes lead to a better future.

That is why change management training is important to your team.

What are the main principles of change management training?

Here are the 15 main principles.

1. Change is inevitable and cannot be successfully evaded.

2. Change comes in two varieties; change driven internally, from within the organisation, and change that is driven externally, from outside the organisation.

3. Internally driven change is more willingly accepted and easier than externally driven change.

4. Your task as a Change Manager is to make externally driven change (a negative) feel like it is internally driven change (a positive).

5. You can make externally driven change seem like internally driven change by using the five-part success formula.

6. The five-part success formula is: Purpose, Plan, Action, Feedback, Change.

Change Management : Change Management Training in 15 Steps

  • Purpose - Is what you want to achieve in the future.
  • Plan - Is how you will achieve it.
  • Action - Is the implementation of the plan.
  • Feedback - Is the results you obtain from your actions; both good and bad.
  • Change - make the necessary adaptions, alterations, modifications, and adjustments to the current plan.
  • Repeat - Continue until the goal is achieved.

7. Change often triggers emotional reactions. Many people have negative reactions to change situations. The emotional reaction to the situation, will affect the situation.

8. If the emotional reaction to change is generally good, then the results will more likely be good. If the emotional reaction to the change is bad, then the results will more likely be bad.

9. What emotional elements make people react badly to change situations?

Here are major emotions that can be triggered during change situations:

  • Fear - that the change will result in a loss.
  • Anger, bitterness, and resentment at the need to change at all.
  • Head-in-the-sand syndrome. A desire to ignore the need for change.
  • "It's not fair!" Non-cooperation.

10. We need to instil a progressive change culture based on a positive approach to the situation.

If we accept that the change will happen, what should be our goal?

Now we know our goal, what is the best plan to achieve the goal?

Now we know the plan, what actions do we need to take first?

11. Change is built into the success formula and we need to embrace change in order to make it work for us.

13. There are two forms of change: Evolutionary change and revolutionary change.

  • Evolutionary change, is change based upon continually modifying the existing design to make incremental improvements that stack up over time.
  • Revolutionary change is the opposite: it is change based upon throwing out the old regime and installing a new method. Revolutions are sudden, large scale and difficult. But they are sometimes necessary.

14. The trick to change management is to make "revolutionary changes" feel like "evolutionary changes" by breaking the big change into lots of small steps.

15. The principle of the success formula; Purpose - Plan - Action - Feedback - Change; allows you to put the evolutionary process to work for you, to achieve your goals and take you to a better future.

Goal Setting Training Goal Setting Training Course Logo

Goal Setting, Communication and Conflict.

You cannot achieve the goal you failed to set. So the first step to achieving your goal is to set it.
Then you need to communicate the goal to others and you need to handle the inevitable conflicts and problems you will get whenever you try implement your plans. This course will help.

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Further Reading in Change Management

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