Oak Innovation Change Management Skills Training Course Material

$79.95

Get instant access to our amazing training course material on change management skills. Immediately save time, jumpstart your training courses, and so much more.

What you’ll get:

  • 83-page facilitator manual
  • 63-page participant manual
  • PowerPoint slides
  • Practical exercises
  • Further reading
  • Course evaluation form
  • Action plan
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Description

How to deliver an amazing training course on change management skills

Are you wondering how to deliver a training course on change management skills?

Well, we’ve got an incredible solution for you.

We’ll give you all the content you need to do this. Everything is available in one simple download and you can even brand and deliver the content as your own.

On top of that, we’ll also show how you can deliver this training course.

Read on, to explore what you will instantly receive.

You want to be the best. The all-in-one download to get there is here.

This change management skills training course will meet the challenges faced by line-staff, human resource professionals, general managers, and senior executives who seek to advance their capacity to manage change projects.

But before we dive completely into the course content, let’s take a moment to an important takeaway within this content.

Your audience will want you to help them to better understand change. In truth, 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 get a smarter solution and to have someone that will guide them on how to manage change projects.

Spend less time creating content and more time doing what you love. Discover how to deliver an amazing training course on change management skills.

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Sample training material:

Learning objectives

If you are looking for content to present your own business training course on change management skills, this is the course material for you. And, you don’t have to be an experienced business trainer to get results like a pro.

What you’ll get:

  • 83-page facilitator manual
  • 63-page participant manual
  • PowerPoint slides
  • Practical exercises
  • Further reading
  • Course evaluation form
  • Action plan

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 how we would use the content provided to deliver the key sections of this training course.

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.

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We’ve put together a whole range of informative slides, manuals, and free PDF packages to create a training course that is simple and easy to understand.

This training course material on change management skills can be downloaded immediately after checkout.

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How to answer common 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:

  • 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:

  • 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 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
  • 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.

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