Course Overview
Transformational change requires leaders and managers to think of the organization, first and foremost, as a source of strategy implementation and to achieve important business priorities. This means that we must learn to lead and manage change instead of feeling lost in it! The objective of change management is to support organization members and stakeholders to adapt to a new vision, mission, process, and systems, as well as to effectively manage resistance to the changes.
This programme explains the tools and techniques for successfully leading and managing organizational transformational change efforts. You will learn why ‘resistance to change’ is a myth and come to understand why change efforts are often not successful and what to do about that. Finally, participants will learn the different approaches that have been proven to be effective in leading and managing transformational change in dynamic organisations.
Duration
5 Days
Target Audience
This course is designed for all those who are interested in leading and implementing change and organizational transformation including:
- HR professionals, change agents, team leaders, CEOs, project management leads and heads of department.
- People who are likely to take up managerial positions in the future that will involve managing change
- Technical professionals moving into Organisational Development
Course Objectives
Participants on Leading and Managing Change for Organisational Transformation course will:
- Increase their ability and confidence to lead and control organizational change in a variety of situations
- Clarify the why, what and how of the organization’s context, establish direction and set flexible goals
- Communicate the change in a trustworthy and credible manner
- Tailor approaches to changing organizational conditions and circumstances
- Know the key principles/practices involved in leading transformational change
- Create a tangible business value from the change
- Use processes, systems, and relationships to deliver required results
Course Outline
Module 1 -What is Transformational Change?
Leaders and managers must focus on business level outcomes rather than individual level inputs and the number one priority to solve business problems.
- Is there a compelling ’case for change’ that the organization will buy in to?
- Leaders and managers as the owners and sponsors of this change and how to actively promote the change and apply pressure as needed?
- Who is involved (leaders, project participants, sub-contractors, end-users, departmental managers, employees, suppliers, customers etc.) and influence their attitude? Will they resist the change?
- How can we encourage them to act in a way which will support the change objectives?
- What style of engagement will work best and how can we communicate these messages?
Module 2 -Implementing Transformational Change
How to design and implement a transformational change project plan.
- The organizational structure and how to know if the current structure really works in meeting business objectives?
- If organizational culture is competitive advantage what are the three principles of a managerial culture?
- How to make the culture explicit and integrate it with corporate strategies
Module 3 - Transformational Change Behaviours
Behaviours required to deliver transformational change.
- Understanding behavior and its power in delivering change
- The role of behavior, attitude, culture, and ethics in delivering transformational change
- The battle of managing perceptions to the change and its impact on behavior
- Bringing it all together using case studies
Module 4 - Transformational Change Competencies
Strategic competencies required by leaders and managers to deliver change successfully (and swiftly).
- The strategic competencies required and why they are more important than functional competencies
- Understanding value creation and the ability to understand the (human capital/operational process and system) dimensions of each of the organisation’s key business change priorities
- How to communicate that solving these issues (the change) will directly affect performance
Module 5 - Transformational Change Process Redesign and Systems Integration
How to align the change strategy with organisational processes, systems and behaviours with the change requirements to ensure all fit together seamlessly.
- Processes and systems must be integral to the organisation’s change requirements – but how?
- The five steps to ensure the change strategy fits with processes, practices and behaviours
- Integrating performance objectives to check progress AND deliver the change to make the organisation more effective
- Course review and summary
- Action planning and transfer of knowledge and skills to work
