Open program
Change Management Program
Three modules for managers who have to lead a change rather than announce one. The subject is the human side of it: what people actually go through, where resistance originates, and what can be said when trust is already thin.
Module 1. The dynamics of change
How individuals, teams and organizations move through transition, and why change produces discomfort before it produces results.
Module 2. Diagnosing resistance
The levels of resistance and their root causes, and which intervention suits which kind.
Module 3. People-centered change conversations
The conversations that determine whether people commit, practiced on your own live situation.
The practical part
Where the change is larger than one project
Three modules are the program in full, and for a single change project they cover the ground. Some changes ask for more: several parts of the business are affected at once, the horizon runs well beyond a year, or the aim is to change how the organization works rather than to deliver one initiative. For those, the in-house version carries on from the effect of change on people through to shaping culture deliberately. It is a conversation worth having before the work starts rather than halfway through.
The stakeholder mapping tool gave me a structure to communicate better and build momentum.
Participant, Change Management Program
Questions people ask
When does the next cohort begin?
Ask and you will receive the next dates together with the number of remaining places.
Can it be run inside our organization?
Yes, and with more than four participants from the same organization that is usually the better option, since every exercise can then be built around the change actually under way.
Is experience of leading change required?
No, although a real change to work on is, because every exercise is built around one.
Bring the change actually under way
The program earns its value only where there is something real to apply it to.