Change Management Training

Change Management Training - One Day Course

About the Course

Change is inevitable and it must be well managed.

When you read or listen to the news, you will see that the future is uncertain and that Change is on the way:

• Political changes
• Economic changes
• Social changes

These changes may affect you and your organisation - their effects may be positive or negative. Whether the effects will be positive or negative will be partially due to how well your teams manage the change process.

Only if you manage the change well, will change feel progressive and beneficial. You will be able to make big improvements and thus secure your better future.

This Change Management Training course will make the process of change work for you and will bring to you, a better future.

You will like this course:

1. If there are some people who are feeling pessimistic or negative about the changes and you need them to feel more optimistic and resourceful.
2. If some people are objecting to the change by saying 'Why do we have to change? If it ain't broke don't fix it'.
3. If you want to know how to make 'The Change' work in your favour.
4. If you want some powerful ideas and methods that will help to guide your actions.

Change Management Course Objectives

The benefits of this Change Management Training Course are:

1. Your team will feel more confident to initiate a progressive change programme.
2. Your team will get the best possible result from the change situation because it will be well planned and well executed.
3. Your team will avoid all the expenses, perils and emotional turmoil of badly managed change.
4. Your team will be able to reduce the amount of resistance to the change process, and replace it with a greater feeling of cooperation based on the acceptance of the need to change and adapt according to the outside circumstances.

Course Overview

The change management course consists of:

Learn practical tools that you can use in real-life situations.

Change Management - AM

Here is the question with which we are concerning ourselves:

• Since change is inevitable; how can we make change a positive experience?

Change is inevitable.

Change is being driven by the fact that the outside circumstances are always in a state of flux. Things keep changing. There are always economic, political, technological, social changes happening outside your organisation that require a response, inside your organisation.

In order to prosper, we must be progressive. We need to adapt, change, evolve and grow stronger.

How can we use change to our advantage?

We can use change to our advantage if we implement a structured, progressive and positive system of goal focused action, aimed at improving how we provide our products and services to our customers.

There are two kinds of change:

1. Change that is driven by yourself. You are acting on your own decisions.
2. Change that is not driven by yourself. You are acting according to unwanted outside circumstances.

Change that is not driven by yourself seems like Negative change.

Negative change is when you feel you have lost the initiative: You are acting according to someone else’s plan. Negative change is perceived as being imposed from the outside. Then, emotionally, people tend to react negatively. This “enforced change” is seen as a negative factor and generates feelings of anger, anxiety, fear and non-cooperation.

Change that is within your control seems like Positive change.

When the change is coming from within; you are acting according to your own plan. Positive change is perceived as the process of improvement: It is being driven by your own decision. Then, people tend to react more positively. This “self-motivated change” is seen as a positive factor that generates feelings of enthusiasm, motivation, determination and energy. And a greater sense of cooperation.

Your goal is to make external changes in circumstances, (what appears to be a negative factor), be the trigger for an internal, goal directed change in your internal organisation, (a positive factor.)

Change as part of a larger Success formula

Change is not to be seen in isolation. We need to put the concept of “Change” in context. Change is part of a larger context - the five-part Success formula.

The five-part success formula may be summed up in five words:
Purpose. Plan. Action. Feedback. Change.

1. Purpose – Is WHAT you want to achieve.
2. Plan – Is HOW you will achieve it.
3. Action – Is the Implementation of the plan.
4. Feedback – You need then to Check the results your actions are producing.
5. Change – Adaptions, alterations, modifications, and adjustments to the current plan.
6. Repeat - Continue until the goal is achieved.

Part 1 - State your purpose

Your purpose is to achieve goals you have set for yourself.

Write out your goals - your purpose. This represents an analysis of the direction of change required.

Eight Part SMART Targets

1. What is the goal in general terms?
2. What is the goal in numerical terms?
3. What is the goal in specifically defined terms?
4. What is are the measures you need to track.
5. What are the abilities you need to develop?
6. What are the resources you need to acquire?
7. What is the deadline for the goals achievement?
8. Is that deadline reasonable?

Part 2 - Planning

Change requires a detailed written plan.

Analysis is the act of breaking a large thing into its constituent parts. Analysis means breaking the big task into its constituent subtasks. Analysis of the steps that need to be taken and the resources required.

Organising: organising means working out the most effective logical sequence of tasks.

Mental Mapping Method

Mental Mapping is a method of representing information and ideas, in terms of their proper hierarchical nature. Mental Mapping is a great method for both analysis and organising the task. Practice using mapping technique to analyse, organise and plan.

Change Management - PM

Part 3: Emotional effects of change

The self-fulfilling prophecy - the attitude to the situation will affect the situation:
If the attitude is good, then the results will more likely be good.
If the attitude is bad, then the results will more likely be bad.

The implementation of the plan requires the team to have a good attitude towards the change process.

What emotional factors cause people to fail to implement a change process?

• Fear that the change will result in a worse future.
• Anger, bitterness, and resentment at the need to change.
• Head-in-the-sand syndrome. A desire to return to “the good old days” before the changes.
• “It’s not fair!” Non-cooperation.

Phase 4 - Feedback

The change plan will not work straight away. There will be problems and setbacks.

Some things go well. Some things do not go well.

This blend of good and bad results is what we call, “Feedback results”.

Feedback is the results that your current actions are producing.

We need to measure the feedback results.

• The gathering of feedback results.
• What is going well? Positive feedback.
• What is not going well? Negative feedback.
• What (Who?) are you comparing yourself to?
• What are we going to do about it?

Phase 5 - Change

In relation to the negative feedback, what adjustments and adaptive changes do we need to make to the plan?

All improvement imply change

Two forms of adaptive change

Adaptive change:

1. Evolutionary change. Take many, small, innocuous steps; incremental adjustments. Painless but slow.
2. Revolutionary change. Take one, big, courageous leap: incredible progress. It is Painful but sometimes necessary.
3. How to make revolutionary change look and feel like evolutionary change.

Personal action planning.

Summary of course

How to implement this knowledge?

Price for open training course

• Full day of quality training
• Tea, coffee and cakes
• Lunch
• Full colour course notes
• Written action plan
• Certificate
• Additional training material by means of monthly updates
• Access to the Post Course Portal

Plus 3 months free telephone coaching

To answer any on-going questions, you will also receive email and telephone support from your trainer after you have attended the course. Whilst you are implementing what you have learned we will be there to help you if you need us for advice, guidance and coaching.

After the course, how can you to keep the training-momentum going?

We understand that it is important to keep the momentum of the training going, in the weeks after the course. The ideas and methods that you learnt during the course need to be implemented, not just for the two weeks after the course, but for all time!

In order to make that happen, we will give you continued, on-going support after the training course has finished. The support comes in the form of the Post Course Portal.

The Post Course Portal is a web page that contains a review of all the course material, plus the following:

• Newsletters containing training blogs and articles, which will provide you with ongoing training and good ideas, whenever you need them.
• Fun questionnaires that are designed to tease out your strengths and weaknesses and then give you ideas as to how you might improve your performance.
• Decision matrices that will allow you to make decisions and prioritise tasks into the correct order.
• Summary diagrams and mind maps from the course.
• Conflict scripts that give you examples of how the conflict method can be used, in real life situations.
• Free eBook the effective leader manager.

Price for in house training course

In House Course: from £1,850 +VAT per day (international training price varies) for up to 20 delegates (download in-house prospectus)

Please call us on +44 020 3856 3008 to discuss your requirements for the in house training course.

If you want to know more about any Management Training Course or their suitability for you or a colleague call us on +44 020 3856 3008.