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
