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This course is designed to offer managers a greater understanding of change and to introduce a range of practical change management tools which can be used to develop a change management development plan.
Course Context
In the current changing business environment the ability to communicate and lead change whilst managing our own reactions is a key part of the management role. Having the confidence to engage with the change process in a positive and empowering way is important in influencing other’s perception of change.
- Duration: 1-day
- Capacity: 12 (for optimum benefit)
- Availability: All of our in-house courses are delivered by our UK wide network of trainers
- Customisation: The content can be tailored to meet an organisation’s individual requirements
Who Is It For?
Any manager in any organisation would benefit from this course.
Key Benefits
- Be able to engage with the change process in a positive and empowering way
- Learn practical tools to make potentially difficult situations easier for you and your team
- Continue to achieve positive outcomes during and immediately after the change programme
- Learn to recognise the drivers for change, the different types of change and the critical success factors so that appropriate action can be taken when required
- Develop an Action Plan and reflect on further development needs so that improvements continue to be made
Course Content
- Why organisations need to change. What are the drivers for organisational change? What are the benefits?
- What are the critical success factors of successful organisational change management? How do we identify key stakeholders?
- What is the role of the manager in implementing and managing organisational change?
- The process of change and how to manage the transition from an individual, team and organisational perspective
- Introduction to a range of practical change management tools and processes e.g. Stakeholder Analysis and Force Field Analysis
- How people respond to change – the process and individual personalities and how to manage both
- Identifying sources of pressure and minimising the risk to self and others
- Preparing a Change Management Development Plan
Content Summary
Introductions
- Course structure, purpose and objectives
The Need for Change
- Why do organisations need to change?
- What are the drivers for organisational change?
- What are the benefits?
- Critical success factors
The Managers Role in Managing Change
- Characteristics of a Learning Organisation
- Management skills required
- Managing change in a team
Managing the Transition
- Individual, team and organisational perspectives
- 7 stages of organisational change
- The Kübler Ross model
A Framework for Thinking about Change
- Different stages of the framework
- Factors to consider during the planning stage
Change Management Tools
- Force field analysis
- SWOT analysis
- PEST/PESTEL Analysis
- Stakeholder analysis
Sources of Pressure
- Consider the sources of pressure
- Recognising signs and symptoms of stress
- A pro-active approach to forecast and manage pressure
Action Planning
- Consider a structured approach to managing change
- Reflection on key learning points
- Preparing for change – a team development plan
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Developing Resilience: Training for Managers
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Find out more
WHAT OUR CUSTOMERS SAY
"The quality of the training has been fantastic and our employees are really engaging with the trainer and getting something out of it. Also In Equilibrium makes the whole process very easy to arrange."
"We wanted to provide a course that taught useful and practical coping strategies that our members could put into place straight away. In Equilibrium’s experience showed us that they could provide this, and they tailored the course perfectly."
"In-Equilibrium recently presented Mental Health Awareness to Managers in all of our area offices. The training was really well received and all of the trainers were praised for their in-depth knowledge and understanding."
"The training was very well received by staff who now all intend to implement the session’s practical tips and techniques into their existing roles. A large proportion of the staff rated the facilitator and their delivery as excellent and their only recommendation was for a further and longer session!"
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