Training material on change management skills by Oak Innovation
Finding time to develop training material on change management can be tough.
If you want course material instantly, we provide pre-written and customizable training material that you can use to deliver your training courses.
Let’s explore what content you will receive and how best to use them.
Focus on your audience
Your audience will want you to help them to better understand change. No employee, supervisor, or manager is concerned about just being told over and over that change happens. Or that they need to better manage change more than their competitors.
Instead, they’ll want to hear a smarter solution and someone that will show them how to do manage change themselves.
Read on to explore what you’ll receive and how these course materials can be delivered.
The Change Management Skills training program is suitable for line-staff, human resource professionals, general managers, and senior executives who seek to advance their capacity to manage change projects.
Upon completion of this course in change management, your participants will be able to:
– Understand change
– Identify and overcome obstacles
– Understand the impact of change
– Understand the need for an excellent change management process
What you get
Leverage these course materials to deliver a compelling and relevant change leadership training course.
- 83-page facilitator manual
- 63-page participant manual
- PowerPoint slides
- Practical exercises
- Further reading
- Course evaluation form
- Action plan
Extra free training materials
You will also receive the following free training guides:
- Training icebreakers
- How to select training materials
- Training games
- How to increase participation
- Learn to improve your questioning skills
- How to improve your listening skills
- Learn how to deal with difﬁcult people
- How to evaluate training courses
What is change – Change is the only constant that we can rely on in the business world. However, we find the differences in how people perceive change is quite amazing. For best results, use the content provided to help your audience to view change as a process that involves “knowing where they are”, “knowing where you want to be” and then working out “how to get there.”
Use the content to explore the different drivers for change that can exist. Next, discuss the change-adept organization. And, the various types of change that can exist. For example, incremental, planned, and transformational change.
Key dimensions Of change – Trying to share that change can happen on many different levels isn’t without its difficulties. Of course, in the real world, change within situations can happen everywhere. People also have different experiences, and the chances of conflicting expectations and criteria for what is a change across groups is widespread. Use the content to explore various dimensions of change. For example, leader-driven, process-driven, and improvement-driven.
During this section, we suggest that you share your perspectives on change management and change leadership. Your experiences and reflections will make the content more meaningful to your audience. And, to put it simply, if you show you care, then your audience will also get the maximum benefit from the content presented. On top of that, your approach will embed the materials already presented and offer considerable opportunities for learning. Use the content to examine the types of change associated with organizational renewal.
Preparing for change – Let’s face it, we are much more prepared for changes in our environments when we have a better understanding of what’s happening around us. We feel open, curious, and even energized, open when we feel like we can take on the challenge. For best results, use the content provided to explore the pressures for change. And then discuss shared visions and actionable first steps.
Why change doesn’t work – There are multiple reasons why a change process may not work. The reasons may appear in isolation, but usually, they can emerge from several sources. For best results, use the content provided to examine why change projects can sometimes fail.
Next, consider some of the reasons why people can resist change and how to deal with ambiguity. A great way to connect with your audience is to incorporate some group discussion at this point and, if possible industry-specific examples. This form of shared storytelling is essential.
Why do we need more change leaders – In basic terms, we learned that all companies need excellent change management skills. This section explores how to focus on change efforts. Change leaders need to be able to identify sources of complacency and act upon them.
Use the content provided to show your audience how to fight complacency within change initiatives. These sources of contentment and resistance must be dealt with professionally and interactively so that they can be fully understood and resolved as part of the overall change process. Use the materials to help your audience to know that the change leader has the responsibility to accomplish this.
Communicating & implementing change – Great communication channels are the cornerstone of all productive change initiatives. So, to set your audience in the right direction and to keep projects on-track, start by discussing common mistakes. For example, ‘they don’t need to know yet, it will only upset them’ or ‘the supervisors already know – they can pass it on’ or are common communication errors that can occur. Help your audience see that making such assumptions on the progress of change will severely hamper the chances of successfully implementing a change program.
Another aspect that your audience will learn about from the content relates to stakeholder involvement and communication. Take, for example, ‘we don’t know the fine details yet, so we will hold off until we have everything perfect before we tell them anything,’ and it’s clear that the effort is being controlled and is not involving everyone which it needs to do. The need for stakeholder involvement when implementing and when coping with change is a critical aspect of this course.
Get this content now!!
This training material can be downloaded immediately after checkout.
$49.95Add to cart
Frequently asked questions
What is change management?
Change management is a structured approach to understanding, dealing, and managing change. And, it requires the application of the right tools and resources. In simple terms, it is the process of moving from one position or place to another location or area.
What are the main drivers for change within organizations?
Here are the principal drivers for change with a company:
- Internal processes
- Economic conditions
What are the main types of change?
There are several types of change, each with its own set of features and impact on the organization. Incremental Change The characteristics of incremental change include:
- Mostly happening
- Can be planned
- Can be imperceptible
- Can be insidious
- May be culturally driven
Transformational Change The features of transformational change are:
- Seldom happens
- Rarely planned
- Difficult to control
- Can be overpowering
- Can be unavoidable
- May be necessary to survive
Planned Change For an expected move, the characteristics include:
- Focus is on structures and systems
- Focus is on implementation & planning
- Emphasis is on the people involved because organizations don’t change - people change!
What are the characteristics of a Change-Adept organization?
- The imagination to innovate
- The professionalism to perform
- The climate to collaborate
What are the main dimensions of change?
Change occurs along several dimensions:
- Leader driven change
- Process-driven change
- Improvement driven change
- Organizational renewal
Why do some change projects fail?
Several reasons can doom change from the outset.
- It’s the wrong idea
- It’s the right idea but the wrong time
- The reasons for the change are wrong
- There is a lack of authenticity
- Bad luck!
- Poor leader
- Personal ambition gets in the way
- People are not ready for the change
- People get carried away
- Conflict resolution takes too much energy
What do some people resist change?
People resist change because it is:
- Increasing workload
- Lack of trust
- Misunderstanding of the purpose
- Peer pressure
- Differing assessments of the situation
- Previous bad experiences
- Change weariness
Why do we need to change leaders?
Change Leaders in any change process:
- Focus the change effort
- Set the direction of the change. Define the organizational aspects
- Provide consistency
What behaviors will exist after a poorly managed change project?
Poorly managed change will result in GRASS:
- Guilt as managers feel guilty for letting people go
- Resentment occurs as anger builds
- Anxiety develops as people try to hold on to the past.
- Self-absorption as people focus on themselves
- Stress resulting in illness, loss, or productivity
What are some of the fundamental reasons why change projects don't succeed?
Here are some significant reasons why some projects can fail:
- No powerful guiding group
- Absence of a vision
- No communication of the vision
- No short term wins
- Victory declared too soon
- No deep-rooted change in the culture
Can I edit the content and add my company logo?
Yes. You can now add your logo and customize the course content freely using Microsoft Word and Powerpoint. You can also deliver the course materials where, when, and as often as needed.
Get every course we’ve ever created – limited time offer
Massive savings when you order all our training course materials.
$2,399.95 Add to cart
What our customers are saying about us
Read how real people are leading the way with our training material.
“Time is money — we all know that. And as coaches, our billable time is worth a lot of money, but program development time is not. For a once-off cost per training pack, you’ve saved coaches countless hours of program development time. Plus, because of the high-quality of your materials, you make us look good!
What you are offering for coaches is remarkable. Thank you! Thanks also for letting us customize the programs with our logos, taglines, etc. Your spirit of generosity is much appreciated.
Well done. You’ve put a lot of work into this, and I am thrilled to see the result. All the Best.”
Sylva K. Leduc, MEd (Psychology), MPEC
Master Personal & Executive Coach
“While managing a team of in-house facilitators at a large company, I first discovered Oak in 2004. We purchased several training products from his company and were very pleased with the quality and price. Later, I purchased his entire portfolio of training content and still use them to this day. I must say, I was reluctant at first to do business with someone out of the USA as one is never sure of the integrity of the business. I can say, without reservation, Oak delivers excellent customer service. If you’re considering Oak and still a bit iffy about purchasing from oversees. I’ll be glad to share my positive experiences regarding this company.”
Principal Talent Management and Organization Development