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Managed Change™ Workshop

Course Code

MQ835

Duration

2 Days

Commitment to developing change capability and availability of coaching support to emerging practitioners
The LaMarsh Global Managed Change™ Program is designed to provide the emerging change management practitioner the opportunity to learn the Managed Change™ Methodology and apply the concepts and tools to real changes happening in their organization.
This course is designed for Change Agents responsible for developing and applying a robust change management plan and/or project team members who recognize the value of incorporating change management into project plans.
Upon completion of this course, participants will:
  • Develop a working knowledge of the foundational components of the Managed Change™ Methodology
  • Identify the potential organizational resistance that will impact the success of a change
  • Design and build a change management plan
  • Assess the skills of the people who are charged with making the change happen and creating a plan for enhancing and leveraging their skills including leaders who need to serve as Sponsors of the change
  • Develop change management systems that will help people overcome their resistance and more rapidly accept the change
  • Learn how to design communication, learning, reward/recognition and Sponsor Development Plans for reinforcing and encouraging positive, productive behaviors and discouraging nonproductive and counter-productive behaviors
  • Build a plan to monitor the results of the project to make sure that the changes are sustained
  • Practice applying the Managed Change™ process, Model and toolkit to actual changes happening in the organization
An Overview of the Change Process
Cost of failure to manage change effectively
Managed Change™ defined
Change management myths

Managed Change™ Model
The Stages of Change
Current – Delta – Desired States
Analyze stages of change as sources of resistance
Risk/reward analysis

The Delta: Managing the Transition State
Change approaches
Impact of multiple changes
Delta Dip performance
Change Headquarters
Change readiness
Documenting and mitigating resistance

Key Stakeholders: Sponsors, Change Agents and Targets
Key roles and responsibilities
Key role skill and will assessment
Sponsor development
Strategies for acceptance

Change Systems: Learning, Communication, and Rewards
Education and training for key stakeholders
Communication plans for Current, Delta, and Desired States
Reward, recognition and reinforcement strategies
Effective learning plans

Change Plan Implementation
Resistance mitigation
Governance and role contracts
Project Charters
Integration with Project Management

Sustain the Change
Exit strategy
Monitor and sustainment strategies and tools
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