Change Management Skills Training Course By Oak Innovation


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Instant training courses on change management

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  • 54 Powerpoint slides, to deliver the course.
  • 83-page instructor manual, to help you deliver the course.
  • 63-page participant manual, to guide learning.
  • 8 train-the-trainer guides, to add extra value.

From this 1-day training course, your course participants will understand change and be able to identify and overcome obstacles.

At the end of the training session, your course participants will be able to understand the impact of change and the need for an excellent change management process. All course materials are:

Learning objectives

At the end of this training course 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.

Course outline

In an effort to provide you with as much value as possible, we’re going to show you you can deliver the key sections of this training course.

We’ve divided this training course content into 6 key steps.

1. Change management skills
First things first: change is the only constant that we can rely on in the business world.

But your audience may feel overwhelmed with everything they are supposed to do?

For best results, use the content provided to help your audience view change as a process that involves three stages.

These stages are:

  1. Knowing where you are.
  2. Knowing where you want to be.
  3. Working out how to get there.

Stories will really help to embed learning. Rather than just following the Powerpoint presentation slide decks, offer your personal experiences with change management. These stories will help you connect with your audience.

You can then use the materials provided to:

  • Explore the different drivers for change.
  • Discuss the change-adept organization.
  • Outline the various types of change that exist. For example, incremental, planned, and transformational change.

2. The key dimensions of change
Dimensions of change have many advantages that make them uniquely attractive to your audience.

And the key is to use the content to:

  • Explore various dimensions of change. To illustrate, leader-driven, process-driven, and improvement-driven.
  • Share your perspectives on change management and change leadership.
  • Examine the types of change associated with organizational renewal.

3. Preparing for change
In any change management situation, it doesn’t matter how much experience you or how much you have to offer. If your fail to prepare, then you’re prepared to fail.

In this section, use the content provided to explore the pressures for change.

Next, discuss shared visions and actionable first steps.

4. Why change doesn’t work
Provide a glimpse of the many reasons why a change process may not work.

Remember, it is normal that some change projects will fail.

And, there is considerable learning from when change projects don’t go as planned.

The ultimate goals of this section are to:

  • Examine why change projects can sometimes fail.
  • Consider the reasons why people can resist change.
  • Discuss how to deal with ambiguity.

A great way to connect with your audience is to incorporate some group discussion. And, if available, industry-specific examples.

5. Change leaders
The need for excellent change management skills is crucial to establish.

This section explores how to focus on href=””>change leadership.

Use the content provided to:

  • Discuss how to fight complacency.
  • Outline the responsibility of the change leader in this process.

6. Communicating and implementing change
Keeping a close eye on communication channels is fundamental to all successful change initiatives.

But, it’s not enough to just be aware of communication channels. You need to use the content to discuss stakeholder involvement and communication skills.

What you’ll get

  • 54 Powerpoint slides, to deliver the course.
  • 83-page instructor manual, to help you deliver the course.
  • 63-page participant manual, to guide learning.
  • 8 train-the-trainer guides, to add extra value.
  • Practical exercises, to enhance all learning.
  • Further reading list, for your course participants.
  • A course evaluation form, tests, and action plan.
  • Easy to present, no experience required.

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Free train-the-trainer guides

With all Oak Innovation training course products, you’ll receive 8 free train-the-trainer guides that will add extra value to your training courses.

  • Training icebreakers.
  • How to select training materials.
  • Training games.
  • How to increase participation.
  • Learning how to improve your questioning skills.
  • How to improve your listening skills.
  • Learn how to deal with difficult people.
  • How to evaluate training courses.

Here’s what people have to say about us.
WOW!!! An extremely thorough program. Covered the subject from beginning to end.

Stephen Fraundorfer

During the early days of HRD Gateway, a 40,000-member international NGO dedicated to excellence in HRD/HRM, I got to know Oak Innovation and its courseware. I become one of his early customers. I had clients in Asia who wanted training in certain areas. Instead of searching through the net for material, I logged onto his site, found what I wanted, bought his programs, and customized them to suit my client’s requirements. The process saved me a lot of time. Later, I bought the Oak full set of courses. Over the years, I saw Oak grow from a small operation to what it is today. That takes dedication and focus. Because they allowed me to download updates and new versions of the courseware, I found I did not have to go to another provider for my raw material.

GK Lim, President, HRD Gateway International

Explore more customer stories

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:

  • Customers.
  • Internal processes.
  • Employees.
  • Economic conditions.
  • Competitors.
  • Suppliers.
  • Technology.
  • Culture.

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.
  • Evolutionary.
  • 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:

  • The focus is on structures and systems.
  • The 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:

  • Disruptive.
  • Unwelcome.
  • Intrusive.
  • Increasing workload.
  • Lack of trust.
  • Misunderstanding of the purpose.
  • Peer pressure.
  • Differing assessments of the situation.
  • Previous bad experiences.
  • Inertia.
  • Change weariness.
  • Fear.
  • Ego.

Why do we need to change leaders?

Change Leaders in any change process:

  • Focus on 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 results 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.
  • Complacency.

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.

Change Management Training Course Materials
Change Management Skills Training Course By Oak Innovation