Change Management

Strategic Change Management


Overview

Top 3 Learning Objectives

  • Gaining an overview of how to manage change successfully 
  • Understanding human reaction to change and responding appropriately 
  • Developing a road map for implementing changes

This seminar provides and introduction into the art of managing organizational change and delivering successful outcomes.  Organizations often underestimate the impact of change and initiatives stagnate or even fail as a consequence.  By attending this seminar, you will provide yourself with a helicopter view of the success factors required to manage change successfully and a template to plan the necessary steps.

Who Should Attend

Any manager, professional or team leader who needs to gain an appreciation of how to deliver successful strategic transformation or operational change will benefit greatly from attending this seminar, which has a practical and pragmatic approach to the subject.

Outline

Understanding the Change Journey

  • Recognizing the external and internal transistions that change creates.
  • A model to recognise the stages of change
  • How people feel when experiencing change
  • Using the three step change model to make the transistions easy to accept and survive
  • The "Valley of Tears' or why senior managers need to understand the downside impact of the change transistions

Typical Attitudes to Change in the Workforce

  • Insights from Rehnmann & Harnwalls research on the attitudes of workforces to change
  • The helpful attitudes to change, identifying the potential champions and helpers
  • The unhelpful attitudes to change and how to mitigate the impact of these
  • Why is it important to protect and nurture the honest opponents
  • Overcoming resistance to change, whilst increasing engagement and 'buy in'

Overview of the Change Planning Processes

  • Developing the change initiative charter
  • Producing work breakdown structure (WBS)
  • Stakeholder analysis and application
  • Producing an impact analysis, covering both hard and soft factors
  • Communication planning

Change Initiative Charter

  • Purpose of the charter
  • Contents, structure and key aspects
  • The core team roles in a change initiatives
  • The consequences of having no charter
  • Using the charter to direct the change initiative

Impact Analysis

  • Assessing the effect of the changes on organization
  • Assessing the effect of the changes on the stakeholders
  • Safeguarding the organization from the effects of implementing the change
  • Mitigation planning for hard and soft factors
  • Contingency planning to reduce risk exposure

Communcation Planning

  • The inputs required for a sound communication plan
  • Shaping the plan and getting the stucture and content right
  • Common traps to avoid in communications
  • Good practices to improve the reception of the change messages and promote engagement
  • Keeping communications relevant and refreshing the change message over time

Managing Risks in Change Projects

  • Planning for risk management
  • Identifying risks to the change initiative
  • Analysing risks and setting priorities for responses
  • Identifying and exploiting opportunities
  • Planning risk responses
  • Tracking risks