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What is Change Management Training?

What is Change Management Training?

What is Change Management Training?

Change management training is essential since all managers share the same problem: change is inevitable, yet people resist change.

Change management training contains four themes: Motivation, planning, communication, and implementation of continuous improvement.

Change management training is specialised training designed to help people effectively manage change, by improving performance in terms of their:

1. Motivation.

Emotionally, people don't like change because we are all creatures of habit.

Change disrupts habits, which we find frustrating, annoying and difficult to deal with. So, people ask, "Why do they keep changing things all the time? Why can't they keep things as they are?"

It is impossible to "keep things as they are" because change is inevitable. Change is inherent in the system.

The only choice people have is either to:

  1. Adapt and benefit from the change in circumstances.
  2. Not adapt and not benefit from the change in circumstances.

Change management starts by helping people become more adaptive.
Since change is inevitable, it is better to accept the inevitable and strive to find ways to use it to our advantage.

Change management training begins by training people to change their attitude and become less resistant, less threatened by change. We want people to be more philosophical and optimistic about change; to begin to think about how to turn changes to their advantage.

Instilling the adaptive mindset is the first and most important topic in training change management.

2. Change management planning.

A plan is a set of written, systematic, purposeful steps that are intended to achieve a predetermined goal.

Therefore, before a change plan can be written, the desired goal must already have been decided. In other words, change management should never be a knee-jerk reaction, in response to a change of circumstances. Change management should always be goal directed.

Change occurs in the outside environment and in order to manage it, we need to decide our new direction of travel, (our goal). Only when we have our goal, should we begin planning and implementing change management activities.

Change management is a series of deliberate acts intended to move people from the current state, to the desired future state, or goal.

For any change management programme to be effective, it must be well planned, and goal directed.

These are the next elements of change management training. We need to show people how to set goals, and how to write detailed written plans.

3. Communication.

The change managers who decide the new goal and formulate the adaptive plan intended to make the most of the new situation, must now communicate the goal and the plan, to all those who are affected by it.

Since people don't like change, managers must expect resistance. It is the responsibility of the change management team to communicate, that the change is inevitable. That it cannot be successfully evaded. That failure to adapt to the change will be more painful than adapting to it. Then they must communicate: the new goal, the new plan and the first steps of the plan and who is going to do what,

The change management team must then communicate a sense of optimism for a better future. Change brings uncertainty and uncertainty brings doubt, and doubt brings negative emotions. These negative emotions must be countered, by the communication of reassurance that the world can be made better.

This message represents a big ask for the change team. So, change management training includes a section on how to communicate a positive message.

4. Implementation.

Implementation of the plan is the final aspect of the change management process. The plan gives the theory of the change response. The implementation is putting theory into practice.

No plan is perfect, so there will be elements of the change plan that will fail. So the change team must be observing and measuring the feedback results of the plan's implementation.

Where the plan is working, it can be implemented according to plan. But where the plan is not working, then the change plan itself must be changed, in accordance with logical analysis of the evidence available.

Life settles down to a regular cycle of; action, feedback reaction, rewrite and change the plan.

New actions, feedback reaction, rewrite and change the plan".

New actions, feedback reaction, rewrite and change the plan.

This cycle is called the continuous improvement cycle.

Change is inevitable and even your reaction to the change will change.

The continuous improvement cycle is the fourth element of change management training.


Change management is essential because change is inevitable, and people resist change.

Change management training contains four themes: Motivation, planning, communication, and implementation of continuous improvement.

We are pleased to offer our change management training as an in-house course, which can be delivered face-to-face or online, if you prefer.

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Further Reading in Change Management

  • The Importance of Change Management Training
    Change of one kind or another is on the way: Climate change, economic change, political change, technological change. In order for these changes to have a positive effect on your organisation, you must manage the changes well.
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  • Why Won't People Accept Change?
    Why won't people accept change, even when they can see that what they are doing does not bring them what they want?
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  • Managing Negative Attitudes To Change
    Companies need to evolve, which involves change. Often, employees will complain about change and want things to remain as they are. As a manager you must be able to read the mood of your staff and manage their emotions and attitudes towards change.
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  • Why do people hate change?
    Humans find change difficult. Fundamentally, we are creatures of habit. We operate according to habits which we repeat every day and we find it difficult to change our habits, even our bad habits.
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