Change Management Planning and Leading Transformational Change

Course overview

Success in organizations today depends on an individual’s capacity to manage and lead transformational change in the fast-paced, constantly-changing business environment. Organizations can shift from their existing states to desired future ones with the least amount of disruption and the greatest amount of involvement by using the organized technique known as change management. There has never been a greater need for skilled change management, whether due to market changes, technology breakthroughs, or strategic realignments.

Significant, fundamental changes that reshape an organization’s operations, culture, or direction are referred to as transformational change. Transformational change necessitates a thorough plan and strong leadership to steer the firm through considerable upheaval and innovation, in contrast to incremental changes, which include gradual alterations. This kind of transformation affects many aspects of the company, such as its procedures, structure, and even culture and basic values.

Stakeholder participation, communication, training, strategic planning, and resilience development are all essential to effective change management. Strategic planning entails determining whether change is necessary, establishing specific goals, and creating an implementation schedule. By involving individuals who will be impacted by the change in the process, stakeholder engagement promotes buy-in and lowers opposition. Effective communication is essential to articulating the change’s goals, advantages, and progress and to bringing everyone on board with the new course. Employees can adapt to change with the help of training, and increasing resilience gives them the tools they need to face obstacles and failures along the road.

Introduction

In addition to strategic acumen, leading transformative change calls on emotional intelligence, vision, and the capacity to uplift and encourage people. In order to move the organization toward its new objectives and preserve commitment and morale, leaders must handle complicated dynamics and ambiguity. They are essential in establishing the transformation vision, modeling the desired behaviors, and resolving any issues that may come up.

The goal of this Change Management course is to give you the skills, knowledge, and understanding needed to successfully plan and oversee transformative change. You will obtain a deeper understanding of how to lead your business through periods of substantial transformation and manage change initiatives through case studies, practical exercises, and real-world examples. You will be well-positioned to lead change with success, improve organizational agility, and make a lasting impression if you can master these abilities.

We are The Training Bee, a global training and education firm providing services in many countries. We are specialized in capacity building and talent development solutions for individuals and organizations, with our highly customized programs and training sessions.

Learning Objectives

Upon completing Change Management Planning and Leading Transformational Change, participants will be able to:

• Recognize the mentality of those facing this shift.
• Define change and its effects on people’s behavior
• Process of change management is implemented seamlessly.
• Manage performance consistency
• Maximize effectiveness to accomplish the organization’s goals
• Drive Business efficiency
• Better tools for leaders to help them grow and keep their teams through the shift

Our Unique Training Methodology

This interactive course comprises the following training methods:

• Journaling – This consists of setting a timer and letting your thoughts flow, unedited and unscripted recording events, ideas, and thoughts over a while, related to the topic.
• Social learning – Information and expertise exchanged amongst peers via computer-based technologies and interactive conversations including Blogging, instant messaging, and forums for debate in groups.
• Project-based learning
• Mind mapping and brainstorming – A session will be carried out between participants to uncover unique ideas, thoughts, and opinions having a quality discussion.
• Interactive sessions – The course will use informative lectures to introduce key concepts and theories related to the topic.
• Presentations – Participants will be presented with multimedia tools such as videos and graphics to enhance learning. These will be delivered engagingly and interactively.

Training Medium

This Change Management Planning and Leading Transformational Change training is designed in a way that it can be delivered face-to-face and virtually.

Course Duration

This training is versatile in its delivery. The training can be delivered as a full-fledged 40-hour training program or a 15- hours crash course covering 5 hours of content each day over 3 days

Pre-course Assessment

Before you enroll in this course all we wanted to know is your exact mindset and your way of thinking.
For that, we have designed this questionnaire attached below.

• Explain what “Change Management” is and why it is important in the modern, dynamic company world.
• What part does successful leadership play in the management of change? Give instances.
• Identify “Kotter’s Eight-Step Change Model’s” main elements.
• Stakeholder analysis’s significance in change management. How does it support effective implementation?
• Give an explanation of the distinction between “management” and “leadership” in the context of change projects.
• Give illustrations of typical forms of resistance that people may manifest throughout organizational transformation. How might leaders approach these difficulties?

Course Modules

This Change Management Planning and Leading Transformational Change cover the following topics for understanding the essentials of the Agile Workplace:

Module 1 – KNOWS HUMAN PSYCHOLOGY AND CHANGE MANAGEMENT

• What is psychology in humans?
• Iceberg Theory
• Knowing Oneself
• Increasing awareness of oneself

Module 2 – METHODS OF CHANGE

• Why is organizational transformation necessary?
• Identifying the change’s scope
• Driving the project
• The actions needed to implement change
• Aligning the organization via change

Module 3 – CHANGE LEADERSHIP VS. CHANGE MANAGEMENT

• How does change management work?
• How does change leadership work?
• Steps for efficient change management
• When managing change, the leadership culture
• When managing change, emotional intelligence (EI)

Module 4 – DEVELOPMENT OF ORGANIZATIONS (OD)

• Describe OD.
• Perspective on PMS and the Balanced Scorecard
• Strategies for Change Management Definition
• Putting it into practice
• Ensure successful execution of the strategy
• Obstacles to implementation
• Put a focus on human aspects, culture, and leadership

Module 5 – THE LEADER IN CHANGE-PERFORMANCE

• Recognizing leadership styles during times of change
• Recognize your management style
• Leadership’s function in the process of change
• Gaining followers’ confidence and respect as a leader
• Creating a flexible workplace
• Fostering the conditions for change

Module 6 – MANAGEMENT OF CONFLICTS

• Recognize your organization’s culture
• Imagine the important strategic conundrums and underlying conflicts.
• Applying systems thinking to conflict management
• Improve your methods and conundrums for handling change.
• Overcoming the psychological obstacles of accepting fresh ideas
• How can change resistance be overcome?

Module 7 – PROBLEM SOLVING AND CREATIVITY

• Methods for finding original solutions and solving problems
• Achieving agreement in order to manage change

Module 8 – COMMUNICATION

• Addressing people’s worries
• Keep them inspired
• The top-down strategy
• Making the necessary action plan

Post-course Assessment

Participants need to complete an assessment post-course completion so our mentors will get to know their understanding of the course. A mentor will also have interrogative conversations with participants and provide valuable feedback.

• Think about a change initiative you’ve seen in action in the real world. To evaluate the success of the change process, use Kotter’s Eight-Step Change Model. Identify your strong points and areas for improvement.
• Imagine that you are in charge of a diverse team during a significant organizational transition. How would you manage any obstacles and assure successful implementation using the concepts of emotional intelligence?
• Talk about a situation where you had to deal with team members who were resistant to change. Describe the tactics you used to get over opposition and cultivate a change-friendly mindset.
• To undertake a technology change, you have been given the responsibility of leading a cross-functional team. Describe the measures you would take to develop a communication plan that guarantees that all parties are informed and involved.

Lessons Learned

Change Is Inevitable: In the business sector and beyond, change is a constant. Participants have discovered that success in every leadership position requires accepting change and mastering the abilities to manage it successfully.

Leadership as a Change Catalyst: Successful change projects are fueled by effective leadership. Participants now have a better understanding of how communication techniques, emotional intelligence, and leadership behaviors can motivate and direct teams through change.

Frameworks for Strategic Change: Participants have learned about effective change management techniques including Kotter’s Eight-Step Change Model and Lewin’s Change Model. These frameworks offer methodical ways to handle change’s complexity.