Intuition is definitely a good thing to have in change management, but at the end of the day it isn’t enough to drive a transformation from beginning to end. Many of today’s organizations recognize the pivotal role of a structured, integrated approach that takes the human dimension into account. This seminar explores several models that have proven useful on many occasions to enable you to find the method, best practices and change management tools that will maximize your chances of success. As a result, you will have everything you need to be a force for change within your organization and fully assume your role as a change agent.
Anticipate and respond effectively to change-related problems.
Understand and apply an integrated approach to change management.
Adapt change management methods to your intended recipients.
Work closely with managers to help them understand change.
Serve as the primary interface between project teams and company executives.
Understand key roles during the change process.
Is this for you?
If you are leading a change within your organization and you are a change management professional, manager, project manager or advisor specializing in organizational development, training or communication, this program is for you.
Opportunity to apply what you learn to your own change management initiative and ensure you are making full use of the approach and the tools at your disposal.
Access to the SherpaTO™ virtual coach throughout the program.
Complimentary copy of the book Voyage au coeur d’une transformation organisationnelle (Bareil, Charbonneau and Baron).
Endorsed by the Association of Change Management Professionals® (ACMP).
This seminar takes a hands-on, structured approach to change management and the corresponding toolbox. The two theoretical frameworks used are the change implementation model and the concerns-based adoption model. One has a “structural” thrust, while the other is more “human.”
Major issues involved in change implementation
Objectives of change management
What change stirs up in the individual
Scope of change
Change implementation model (steps 1 and 2) and the corresponding tools
Change management strategy
Integration of knowledge
Change implementation model (steps 3 through 6) and the corresponding tools
Comprehensive approach to change management
Individual aspect of change
Seven stages of concern in the concerns-based adoption model
Resistance to change
Connection between the implementation and the model’s seven stages