Training duration:

2 days
(16 hours of direct training)

Lesson duration:

45 minutes

Target audience:

  • Middle and top management
  • Team leaders
  • Project managers

Change management

Effect for participants:

  • Understand the inevitability of changes, sources, and reasons for changes, the need to manage the change process.
  • Learn to take the necessary steps to successfully promote and implement a change.
  • Learn to prepare the rationale for change, create the need for change and win the support of people for the change.
  • Learn how to build the right team for implementing the change, define the roles and responsibilities in the change team; respect the diverse interests of the involved stakeholders.
  • Learn how to thoroughly plan the change and its outputs, divide the process into logical stages – phases which can be managed effectively.
  • Learn how to effectively communicate before and during the change process.
  • Understand the reasons for resistance against changes among employees, learn how to overcome such resistance in an efficient and motivating manner.
  • Know the key competences of the team manager during the change process.
  • Learn how to measure and evaluate performance during the change, maintain enthusiasm and motivation.
  • Learn to take such steps that the change becomes irreversible after its successful implementation.
  • Learn to manage the risks associated with changes.

Content frame:

Change as a means of adapting to a changing environment

  •     inevitability of changes
  •     change, change management
  •     Sources and reasons for change
  •     conditions for a successful implementation of change
  •     the reasons for change failure
  •     concepts and models for change management (Lewin, Kotter,...)

Rationale for change

  •     collection and evaluation of information, analyses
  •     analytical tools to justify change
  •     reasons, options, alternatives
  •     benefits of change, costs, and risks
  •     identifying measurable processes
  •     creating a framework for change

Building a change team

  •     combination of competences
  •     stakeholders, their interests, and concerns
  •     team dynamics
  •     division of responsibility
  •     setting the cooperation and decision-making rules

Change planning

  •     vision of the target state
  •     GAP analysis
  •     outputs– products
  •     activities aimed at achieving a change, dependencies
  •     resource planning
  •     preparing a timetable
  •     planning the functioning of the team – rules of cooperation and communication
  •     breaking the process down into phases
  •     defining the success factors, setting the implementation control mechanisms for                                implementation

Communication about the change

  •     communication plan, rules, forms and methods of communication with other stakeholders
  •     announcement of the change
  •     attitudes of employees – the reasons for resisting the changes
  •     overcoming the resistance – procedure
  •     Risks of communication about the change

People seen as part of the change

  •     attitude towards the change
  •     emotions during the change process
  •     promoting the change
  •     motivation of people, enthusiasm during the implementation of the change

Change implementation

  •     need for support through the entire change
  •     the role of a manager, responsibilities
  •     key competencies for change management
  •     maintaining enthusiasm, motivation

Ongoing measurement and evaluation

  •     short-term and long-term goals
  •     milestones for tracking progress
  •     measurements, assessment, and evaluation
  •     progress visualization
  •     feedback
  •     setting the priorities
  •     verifying whether the original assumptions for justifying the change are still valid

Anchoring the change

  •     change success and failure factors
  •     ensuring a permanent change
  •     fine-tuning the details
  •     recording the experiences, knowledge, and lessons learned during the change

Risk management

Handling the mistakes – privilege of making mistakes

Risk identification and assessment

Planning and evaluating measures, choosing a strategy

Accountability towards the management/shareholders/community