Duration
2 days
OVERVIEW
Change management is a term that is bandied about freely. Sometimes it's a scapegoat for less than stellar results: "That initiative failed because we didn't focus enough on change management." And it's often used as a catch-all for project activities that might otherwise get overlooked: "When we implement that new process, let's not forget about the change management."
Change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented, and that the lasting benefits of change are achieved. The focus is on the wider impacts of change, particularly on people and how they, as individuals and teams, move from the current situation to the new one. The change in question could range from a simple process change, to major changes in policy or strategy needed if the organization is to achieve its potential.
Change management is, therefore, a very broad field, and approaches to managing change vary widely, from organization to organization and from project to project. Many organizations and consultants subscribe to formal change management methodologies. These provide toolkits, checklists and outline plans of what needs to be done to manage changes successfully.
BENEFITS
- Ensuring that there is clear expression of the reasons for change, and helping the sponsor communicate this.
- Identifying "change agents" and other people who need to be involved in specific change activities, such as design, testing, and problem solving, and who can then act as ambassadors for change.
- Assessing all the stakeholders and defining the nature of sponsorship, involvement and communication that will be required.
- Planning the involvement and project activities of the change sponsor(s).
- Planning how and when the changes will be communicated, and organizing and/or delivering the communications messages.
- Assessing the impact of the changes on people and the organization's structure.
- Planning activities needed to address the impacts of the change.
- Ensuring that people involved and affected by the change understand the process change.
- Making sure those involved or affected have help and support during times of uncertainty and upheaval.
- Assessing training needs driven by the change, and planning when and how this will be implemented.
Module 1: Introduction to CPCM
- What is CPCM?
- What is Business Change?
- The Benefits and Risks of Business Change
Module 2: Organizational Change
- Business Transformation
- Business Transformation Stages
- Factors for Success
- Risk Management
- Process Mapping
- Evaluating Existing Processes
- Identifying Areas for Improvement
- Aligning Organization Structure and Job Roles
- Implementing and Operating New Changes
- Stakeholder Engagement
Module 3: Approaches to Change
- Individual Change
- The ‘People’ Side of Change
- Five Elements of Individual Change
- Team Change
- Organizational Readiness
- Why is Change Required?
- Lead Change
Module 4: Change Impact and Analysis
- Planning and Measuring Change
- Directing Change
- Perspectives and Responses
- Exploring Change Failure
- Influences and Concerns
- Change Principles
- Communication
- Overcoming Challenges
- Maintaining Change
NoteActivities on high team interaction and role-plays will be incorporated during training session with all participants to further facilitate and strengthen candidates understanding on Change Management process, concepts and methodology in an overall manner.
Programme scope, delivery arrangements and suitability are confirmed during enquiry.