Planning and Managing Organizational Change August 12, 2009

Master change management and turn change into a positive force!

Because change is inevitable, managing change is critical. But when changes are made, many employees lack the broader knowledge of why new systems and structures are necessary. As a result, frontline managers and human resources professionals must partner together and help organizations in the task of managing change.

This case-study-based seminar will prepare managers responsible for facilitating or managing change initiatives, identifying key business drivers that typically underlie the need for organizational change. You’ll become an expert in managing change, learning how to work with key stakeholders in ways that build support and ensure positive outcomes for your bottom line.
How You Will Benefit

* Assess major issues involved in organizational readiness
* Build executive sponsorship and ensure success of the change management plan
* Overcome emotional and intellectual challenges by managing change
* Demonstrate greater mastery of key change management skills
* Create effective communication plans
* Ensure all systems support—not undermine change
* Managing change to help the organization recover, rebound and learn faster

What You Will Cover

* What is change management?
* Learn to deal with the impact of change
* The role of communication in moving from fear to commitment
* Create a change management plan
* The six-step change management process and key activities
* How to lead change initiatives and ensure success
* Typical impact of change on key human resources systems
* How to assess the results achieved and impact on change
* Individual work on personal change management opportunity

Who Should Attend

Managers who lead and implement various types of changes in management plans, as well as those who want to broaden their current change management skills.
Extended Training Description

Learning Objectives

* Define Change Management and Differentiate Five Types of Organizational Change
* Recognize and Deal with Strategic Pressure Points in a Proactive Way
* Build Executive Sponsorship and Understand the Role of Top Management in Determining the Success of Change Management
* Assess and Identify Major Issues Involved in Organizational Readiness
* Implement Practical Strategies for Dealing with Intellectual and Emotional Challenges
* Create a Macro Change-Management Strategy and Execute a Six-Step Change-Management Plan
* Identify the Greatest Contributors to the Success of a Change-Management Program
* Demonstrate Greater Mastery of Key Change-Management Skills
* Identify the Most Effective Methods of Communication and Create Communication Plans
* Ensure Human Resource Systems Support Rather Than Undermine Change
* Help the Organization Recover, Rebound, and Learn from Change

Introduction

* Define Change Management and Differentiate between Five Types of Organizational Change
* Diagnose the Type of Change Your Organization Has Experienced
* Describe the Role of the Change Leader
* Describe How Line Managers and Human Resources Partner in Sharing the Change Management Role

Understanding the Need for Change

* Recognize and Deal with Strategic Pressure Points in a Proactive Way
* Diagnose the Impact of Change on the Entire Organization
* Assess and Identify Major Issues Involved in Organizational Readiness
* Implement Techniques That Will Help Manage the Speed and Scope of Change

Dealing with Resistance to Change

* Conduct a Stakeholder Analysis and Diagnose the Level of Support for Change
* Identify Proactive Ways to Build Stakeholder Support for Change and Minimize Resistance
* Understand the Intellectual and Emotional Responses to Change
* Implement Communication Strategies That Help You Build Support for Change
* Identify the Most Common Types of Resistance and Implement Techniques to Overcome Them

Leading Change Initiatives

* Describe the Attitudes and Behaviors That Underlie Critical Change Management Skills
* Demonstrate Greater Mastery of Change Management Skills

Creating a Change Management Plan

* Create a Strategy and Execute a Six-Step Change Management Process
* Overcome the Pitfalls of Programmatic Change
* Understand How Human Resource Systems and Practices Need to Support the Change Plan

Learning from Change

* Describe What It Means to Be a Learning Organization and How This Relates to Change Management
* Use Various Techniques to Gather Feedback about Change Initiatives
* Diagnose Breakdowns in the Change Process and Use Lessons Learned to Prevent Future Breakdowns
* Help the Organization Recover, Rebound, and Learn from Change

Official Website: http://www.focustraco.com/index.php/tm-training-schedule/details/220-101202