* All fees are exclusive of vat
** PREMIUM - Customize your learning experience
Change is a fact of life in all teams, organizations, and countries. The Leadership of change is vital and no matter what activities a Leader or Manager becomes involved in, from strategy implementation to make simple amendments to a working system; all of these activities require change leadership skills. Every time a Leader or Manager makes a decision, some type of change occurs.
This training seminar focuses on the vital area of Leading Change, Organisational Culture, and change; Organisational Development (OD) and Work Psychology. It is a unique training seminar that provides guidelines on best practice, current ‘best-practice’ and skills development in organizational change leadership.
What Do Participants Learn?
At the end of this training seminar attendees will be able to:
Define what change is and how it impacts on the way people work
Design a suitable change management model in their workplace
Identify people’s responses to change and explore the reasons why people resist change
Describe organizational culture
Develop practical skills in change leadership
Who Should Attend?
All Managers and Leaders who wish to enhance their competencies in change management
All Human Resource (HR) personnel
People who are likely to take up managerial positions in the future that will involve managing change
Engineers and other technical professionals moving into Organisational Development (OD) or Business Partner (BP) roles
Occupational Health & Safety and training staff involved in change management
Those who received their training in Change Management in past years and need to be brought up to date with best practice in Change Leadership
What Will the Learning Experience Include?
Comprehensive pre-program activities include:
Web-based information forms & surveys completed by attendee.
Direct consultation with the attendee about the expectations.
During the training, participants engage in data, activities, and conversations that lead to insight and knowledge.
Participants learn from expert trainers who have both academic and business experiences.
Highly applicable training content & instructive activities for adding depth to training topics.
**A half-day site visit for integrating the experience & plan next steps. Opportunities to provide connections, ideas & support.
Explore & Practice
Apply & sustain the learning experience by using this ongoing support:
To ensure participant has new skills or behavior progress.
Optional, fee-based mentoring & coaching with the trainer.
Training materials & additional documents (e-books, pdf files, presentations and articles)
Evaluate your training experience by giving us feedbacks and help us to reach our organizational goals.
Change Leadership at Work
The key drivers of change today
The difference between change management and change leadership
Approaches to organizational change
Change at the individual, team, and organizational level
Individual resistance to change
The five psychological phases of change and their effective management
The Practice of Change Leadership
Best practice in change leadership
The pressure-performance relationship
Designing a suitable change management model
Supporting employees through change
The importance of communication during change
How to communicate a clear vision of the broad impact of change
Organisational Development (OD) & Work Psychology
The Psychology of Work
History of Organisational Development & work psychology
Putting Organisational Development into practice
Tools for change leadership
Using SWOT and PESTEL for change leadership
Force Field Analysis techniques
Organisational Culture and Change
Organisational culture and change
Artifacts and norms of behavior
The impact of culture on change
Steps in developing a change strategy and effective change goals
Change Across National Cultures
Introducing culture and Hofstede models
How different national cultures may respond to change
Individualism vs. Collectivism and its impact on change
How different attitude and belief systems affect our work
Effect of culture on the change management process