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Change Mangement

CHANGE MANAGEMENT FOUNDATION

Training name: CHANGE MANAGEMENT FOUNDATION

Duration (in days): 3 days

Description

The aim of the training is to acknowledge and understand the Change ManagementTM method on the basic level. The training is conducted in a form of lecture with practical exercises based on an extended case study. The training ends with a certificating examination. In case of a positive result the participant receives an international Change ManagementTM Foundation certificate.

If the changes are the only sure thing, they should not surprise anyone. It is amazing then, that we are often so unprepared for them. In fact, many organisations do not inform their employees about the inevitable changes at all.

Teams without a clear vision only want to survive and the managers, who lack the skills, avoid managing the conflicts among the stressed employees. Change management according to Cameron and Green, authors of the book ‘Making sense of change management’ that is a base for the accredited training, is a coherent and complex concept including four aspects of this subject, which are: individual change, group change, organisational change and leading the changes.

Objectives

The training on Change ManagementTM allows you to understand the nuances of ‘soft elements’ of management with the work of people responsible for delivery of complex programmes or single projects. Prior participation in the trainings on project management PRINCE2® and management of programmes MSP® enables more thorough understanding of the British philosophy of organising a business environment, but without familiarity with these methods, the knowledge gained during the training will be useful and will allow to better understand the relationship between people and teams in the change processes. Other training like management of risk (M_o_R®), portfolio (MoP®) or value (MoV®) maintain the same philosophy and use standardized glossaries.

Audience

The training is dedicated to:

  • managers of the highest, higher and middle level,
  • specialists and employees participating in changes and planning them,
  • all people who participate in changes, want to understand the rules of effective implementation of changes and use them in their own environments.

PreRequisites

  • managers of the highest, higher and middle level,
  • specialists and employees participating in changes and planning them,
  • all people who participate in changes, want to understand the rules of effective implementation of changes and use them in their own environments.

Topics

Key issues that are discussed during the training and that refer to specific business practices:

  • Individual and change – Styles of learning and their preferences. Four psychological approaches to change. How to help others in change? Personality and change. Transformational model. Reluctance to change. Supporting the individuals in the change. Listening and feedback.
  • Teams and change – Nature of the team. Efficiency of teams and behaviour. Phases of team development and the team dynamics. Role of the team leader.
  • Organisation and change – Review of models of organisational changes – when does the change goes badly and when well? How does the organisation really act – the metaphors of Morgan. Models and approaches to the organisational change. Dynamics of change, driving and braking forces, Different models of change. Tools supporting the complex change. Readiness for change.
  • Leadership and change– Leadership and the methaphors of the organisation. Styles of leadership and emotional competences. Types of leaders. Leadership in different phases of change. Roles of leadership in the process of change. Importance of the stakeholders’ involvement.

 

Technical requirements

* VAT not incl. It concerns only customers from Poland* VAT not incl. It concerns only customers from Poland

In case customers from Poland prices can be negotiated

VAT not incl. It concerns only customers from Poland

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