Change Management

The Change Management 2015 qualification is accredited by APMG International and endorsed by Change Management Institute. It is designed to provide a robust foundation of knowledge for anyone involved in organisational change initiatives. Successful candidates will have the knowledge and understanding necessary to contribute constructively to teams specifying, developing, implementing and sustaining change initiatives.

Managing change successfully is a core skill for successful leaders within both programmes and projects. Leading change is essential to ensure that there is a smooth transition from projects to business-as-usual.

The teaching material used as the basis for this syllabus is ‘The Effective Change

Manager’s Handbook’ (Eds.: Smith, R., King, D., Sidhu, R. and Skelsey, S., 2015) published by Kogan Page and abbreviated as ‘ECMH’.

The purpose of the Foundation qualification is to confirm that a candidate has sufficient knowledge and understanding of Change Management to work as an informed member of a team working on an organisational change initiative. The Foundation qualification is also a pre-requisite for the Practitioner qualification.

This qualification is aimed at individuals who are involved in change initiatives who require a working knowledge of the key principles of change management, who need to know the terminology used and some of the theory behind the practice. It is also the introduction to the higher level Practitioner qualification and therefore includes all those who are the target audience for that qualification.

The purpose of the Practitioner qualification is to confirm whether the candidate has achieved sufficient understanding of how to apply and tailor Change Management guidance in a given organisational change situation. A successful Practitioner candidate should, with suitable direction, be able to start applying the Change Management approaches and techniques to a real change initiative but may not be sufficiently skilled to do this appropriately for all situations. Their individual Change Management expertise, complexity of the change initiative and the support provided for the use of Change Management approaches in their work environment will all be factors that impact what the Practitioner can achieve.

This qualification is aimed at change managers and aspiring change managers. It is also relevant to other key staff involved in the design, development and delivery of change programmes, including: change leaders (e.g. Senior Responsible Owners), change ‘agents’

(e.g. Business Change Managers), change implementers (e.g. Programme Managers), change support (e.g. Programme Office) and operational line managers/staff.

The qualifications are focused on helping people understand change management, the impact it has within their organisation and their role in the successful implementation of organisational change.

The course contents include

[A] Change and the Individual

  • The Change Management Context
  • Learning and the individual
  • Learning process and styles
  • Learning dip
  • Change and the Individual
  • Motivation theories
  • Individual differences

[B] Change and the Organization

  • Metaphors of organisations
  • Organisation culture and change
  • Models of change
  • Key roles in organisational change
  • Drivers of change
  • Developing vision
  • Moving towards desired future state

[C] Communication and Stakeholder Engagement

  • Stakeholder engagement Principles
  • Identifying and segmenting stakeholders
  • Personas and empathy maps
  • Communication and engagement
  • Communications biases
  • Feedback and communications approaches
  • Communicating change – factors, barriers and approaches
  • Stakeholder mapping
  • Influencing strategies
  • Communications channels (Push-Pull & Lean-Rich)
  • Planning communications
  • Change impact
  • Identifying and assessing change impact
  • Stakeholder impact assessment

[D] Change management practice

  • Change severity assessment
  • Change readiness
  • Motivation to change and supporting individuals
  • Change agent networks
  • Building organisational change readiness
  • Building the change team and stages of team development
  • Key elements of Change management plan
  • Preparing for resistance

Practitioner Workshop

  • Foundation syllabus
  • Defining what is to be learned
  • Sustaining Change
  • Change levers
  • Levels of adoption
  • Reinforcing systems

Benefits of learning Change Management

  • Roles and responsibilities of those involved in the change effort are defined.
  • Ensures that relevant skills and experience are given appropriate activities to manage.
  • Minimises the risk of ‘failed’ change initiatives.
  • Resources involved in making changes are saved by the right degree of assessment at the time when the change was conceived.
  • Avoiding the ‘re-invention of Zero’ by avoiding the activity of duplication / cross-purposes elsewhere in the organisation.
  • Smooth and fast implementation of change by selecting and involving all stakeholders, estimating the impact on the workloads and people involved.

What will be achieved by the participants after the training?

  • How individuals are impacted and develop strategies to help people through change?
  • Develop insights into how organisations work organisational culture and the models and processes of change.
  • The drivers of change, the change governance structures used in organisations and define a change vision.
  • Prepare people for change and support their learning and motivation to change.
  • Stakeholder engagement process and develop suitable communications strategies and plans.
  • Impact of change on organisations, build momentum for change and sustain it.
  • Importance of defined change roles, and build and support an effective change team.

When booking on one of our Change Management courses, delegates need to be aware, that they are expected to do between six and ten hours (depending on the learning style) of pre-course reading. This will include: review of the Change Management manual and of a case study. Additionally, during the course, delegates are expected to do two to three hours of evening work. This will include: review of day's training, practice of examination questions and an overview of the subsequent day's training.